Decoding the New Normal for HR Professionals


Decoding the New Normal for HR Professionals


The effects of COVID-19 was felt across all industries, and lots of companies are still trying to ascertain the perfect approach to help their employees wade through this crisis. Several organizations are reopening today as some regional authorities have eased their lockdown restrictions. But this doesn’t imply a return to how things were prior to the pandemic. It’ll not be possible to run your company how it was run before the pandemic. The company decisions that you make will mostly depend on directives from the state and local authorities. As an example, even after you resume operations at your worksite, you can’t conduct in-person business events and conferences. It is better that you keep on using remote tools for specific actions.

You need to make sure that every stage in your workers’ journey with your organization is conducted in a manner which is secure and consistent with health guidelines. In this Guide, we discuss how each of these stages can be corrected to enhance employee experience throughout the new normal:


Implementing operations have undergone considerable changes due to the effect of COVID-19. Some organizations are downsizing, some are raising their recruiting efforts, and many others have frozen their hiring procedures completely. If you will employ people, take some time to reflect on how COVID-19 has impacted your company and how hiring will help. You also might be unable to continue with your conventional recruiting process. Advertise on all of the digital channels your target candidates are using as some job markets are getting more competitive. Even if your company has reopened, it is great to continue with distant interviews before you can be certain of the candidate’s health status.


It sets the tone of the whole employee travel and helps new hires adapt for their job function. If your company is continuing to operate remotely, virtual reality is the only alternative. Create a record of all of the files that have to shared and e-signed so you don’t overlook anything. Conduct virtual training to help them learn about their job, and run regular check-ins as they settle in to discover if they need something.

If your company has reopened, you can proceed to your usual onboarding procedure. Reopened businesses need to examine the health of their employees, including new hires

Learning and development

Cancelling or postponing your training and development programs in this period can demotivate employees. If your professional development initiatives frequently involved in-house instruction, now might be a fantastic time to change towards virtual learning and development to encourage employee productivity. Using a Learning Management System (LMS), it’s easy to arrange virtual training for your workers. As an example, you can use online learning programs to educate your advertising workers on the best marketing practices to follow through COVID-19. Make your employees aware of the advantages of training and invite them to participate.

Worker engagement

Keeping your workers engaged and treating them nicely, especially during these unprecedented times, can make a massive difference for your company. If your employees are working remotely, speak with them frequently to determine if they’re doing okay. Conduct team movie calls regularly to conquer loneliness and isolation. Do not forget to acknowledge your employees’ accomplishments. Below are some detailed suggestions on improving remote worker participation . If your employees are working from the workplace, ensure that they have appropriate means for traveling. Provide taxi facilities for those workers who usually rely on public transportation to commute. Be more flexible as everybody is going through a difficult time in this crisis. If your employees do not wish to come back to your job site, respect their concerns and permit them to work at home. Strive to keep your workers safe and healthy. Sanitize your office regularly, and supply basic immunity boosters, if you’re able to. Prevent field work as much as possible unless it is completely unavoidable.

Performance management

Employee performance is another aspect that’s been influenced by the COVID-19 situation. Many workers are in the process of getting used to working in the new ordinary, so they’re still in a period of transition. They may still be trying to discover a regular while they balance work and life. Their emotional well-being may be impacted by numerous emotions, such as isolation, isolation, despair, anxiety, uncertainity, and sadness Focusing on bottom-up discussions and constant review is more important than ever because it helps workers stay on the right path. Continuous reviews particularly help workers release their suppressed feelings which could be holding them back, and the comments motivates them to improve their own performance. While everything around them is unclear, your employees will understand that at least the job they do isn’t without direction. This goes a long way in enhancing their morale and expertise. Assigning short-term goals for your employees also gives them a better sense of leadership in a time once the long term future is so vague.


Letting go of workers can be challenging, particularly now. First of all, be compassionate during the procedure and attempt to make the process as easy as possible for everyone involved. Maintain a checklist of all of the steps which need to be completed to prevent mistakes. Ask your legal team and establish the best possible approaches to guarantee compliance when performing offboarding remotely. Lastly, be certain that any final settlements are delivered without any delays or mistakes.

As an HR professional, you must think of the most effective ways to encourage your employees at this time. With these tips, we hope to assist you to realize the new standard and adjust your work policies about it.

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