Key Workforce Adjustments for the Post-COVID World

Post-Covid-World

A noteworthy addition to the vernacular lexicon after the word “Lockdown” during the Covid pandemic has been “Work On-Line”.  In all urban areas and quite a few rural ones as well,  everyone has been doing “Work On-Line”. Of course, they are the fortunate ones, still employed. 

“What happens in the new normal?  Thought leaders,  Gurus, Industry Prophets, Employers large and small, ALL agree on one thing.”

The pandemic has brought enormous sorrow; the death toll at the time of publishing this blog is 2.2 Million.  It has created a sea change in how we have lived our lives in the last year.  All aspects of our lives have been touched. How we spend time with family and friends.  The way we work.  And so many things we do not do anymore.Travel. Go to school. To work. Meetings. Conferences.  

What happens in the new normal?  Thought leaders,  Gurus, Industry Prophets, Employers large and small, ALL agree on one thing. The Pandemic has accelerated certain changes and they are irreversible. The NY Times recently ran an opinion piece by Thomas Friedman about a revolution the pandemic has brought about.  The POV is for knowledge workers and we thought we should explore one aspect.

Succeeding, as a company or an employee in the post-covid era, means having the skills needed to perform the job you HAVE.  It might not be the one you HAD Pre-Covid.

Let’s see what kind of companies will continue to succeed. The companies that will thrive will be the ones that can adapt best to rapidly increasing markets( Healthcare, IT Cloud services, Internet providers, Online retail, etc.). Also, in markets with fast diminishing demands( Airlines, Hospitality, etc.), innovative and agile companies will dominate as competition perishes. A key part of survival is having a workforce that can work creatively and use technologies that are evolving very rapidly.  AI and Machine-based learning applications are an example.

Who gets to keep that job?  A simple process in the Wall Street Journal proposes that employers map each employee’s skills. Cultural Capacity( Communication, critical thinking, and creativity) as one axis and Technical capacity( Skills for discreet digital technologies) as the other.  Folks who crowd the origin, i.e. low on Cultural capacity and technical skills, are ‘candidates for reduction’. The ones further along the diagonal, high in both cultural Capacity and Technical Ability will stay. The ones further along each axis go and work customer-facing jobs or develop the technology.

The underlying message is clear.  Employers are looking to do more with less. 

“It is clear that constantly learning and adapting is the way forward for businesses to remain competitive and for employees to remain relevant to their job.”

How about skills?  Amongst the paradigms being disrupted is one about formal education.  Expensive degrees may not prepare the employee adequately.  Foundational knowledge, in Science, Math and the Arts could be imparted, but the rapidly changing skillset to work in a competitive marketplace may be best learned on the job.

It is clear that constantly learning and adapting is the way forward for businesses to remain competitive and for employees to stay relevant to their job.  How do you make this happen at your enterprise?  What tools and technology can you provide?  Digital transformations are happening across all industries. Necessary business activities like a meeting now necessitate going digitally “Online”.   It used to be a just convenient option less than a year ago. 

An Enterprise Video Content Management System allows you to do both things, keep your employees up to speed on cutting edge technologies and your business ready to take on new directions Post Covid.  It also comes with tools to create video content The impact of video-based information has always been superior.  The ability to generate good video content has become dramatically easier with the jump in user awareness and technology.  The applications of video in an organization are many. Here are three:

  1. Preserve hard-earned in-house expertise and share it with other employees with a Just-In-Time approach.  Here technologies have found that the best way to bridge the skill-gap is by providing learning in the flow of work.
  2. Use video to communicate between various layers in the organization.  Business mentorship is a two-way street these days.  Smart businesses need to send tough messages dealing with change quickly and effectively.
  3. Monitor what your company is learning.  What do they need to know and understand to succeed?  Get the data on how training is being consumed, what new training people are looking for and need,  and control its dissemination securely. 

“An Enterprise Video Streaming Platform allows you to do both things, keep your employees up to speed on cutting edge technologies and your business ready to take on new directions Post Covid.”

And what better time than this when the whole world is rocking on its heels wondering which way to head?  Organizations and individuals have taken this forced pause in our lives to invest in themselves.  Brace your company to deal with the inevitable changes in the business environment caused by Covid.  Retain relevant employees that are up to the job, as skill requirements change constantly.

Write/Call us if you want to learn more.  We have been creating digital transformations in how video-based information and knowledge are created, used, and monitored in enterprises, large and small.

kPoint Cited in Gartner Enterprise Video CM Guide

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