Due to the uncertain economy, businesses are hiring temporary workers and contractors instead of permanent staffers, primarily for HR, technology and finance positions. According to a recent Gartner survey, the number of US companies looking to replace full-time employees with temporary workers has doubled to almost 33%, compared to pre-pandemic findings.
As the pandemic continues, it is becoming clear that the hybrid workplace is here indefinitely -- -- a paradigm shift that is called Bring Your Own Meeting (BYOM). To accommodate this, companies are looking for tech solutions that provide wireless presentation capabilities as well as built-in security measures.
Fight racial discrimination at work by hiring diversity and inclusion experts, making inclusion part of company culture and encouraging conversations about racism, writes Johnny C. Taylor Jr., president and CEO of the Society for Human Resource Management. "Through candid conversations, we can learn what culture employees actually experience versus what we think it is, or want it to be," he writes.
The pandemic put 7% of employees ages 55 to 70 out of work, compared to 4.8% of employees ages 18 to 54, according to a report from the New School's Schwartz Center for Economic Policy. The job losses could affect older workers' ability to retire, if they can even find another job.
HR can strengthen organizations during uncertain times, in part, by emphasizing workforce and leadership development, write Gallup's Dipak Sundaram and Heather Barrett. Performance measurement is one component of this approach, both in terms of the crisis and in measuring remote work.
Organizations will have more women in leadership roles when men are active allies, says leadership coach Kathy Caprino. Research has shown "men have twice as many sponsors, and sponsors are those individuals that have the power, clout and influence to open doors for us that we cannot ourselves," she says.
ANZ aims to develop leaders who can adapt to emerging new roles, says Kathryn van der Merwe, group executive for talent and culture. "The qualities we value most include being able to create shared clarity for others, empowering people to deliver on what is important and growing people through coaching and feedback conversations," she says.
Survey and speak with employees about their needs before developing a training program that is flexible and ties into the company's strategic goals, writes Tim McElgunn.
Salespeople can improve their skills by practicing lessons learned during virtual sales training and be ready to demonstrate them at the next meeting, writes Andy Springer. Virtual programs should be focused on a series of short, impactful sessions and provide salespeople with new tools that can easily be added into their daily routines.
Salespeople can improve their daily productivity by tackling tough, but important, tasks first thing, writes Colleen Francis. "It seems so obvious, but many salespeople fail to realize that when you eliminate your most daunting tasks first and foremost, the rest of your day is set up for success," Francis writes.