The future of work after COVID-19

The pandemic of the new coronavirus brought significant changes in the world of work, anticipating trends that were gradually being implemented such as the home office and the selection of professionals in a completely online way.

In the future of work, which is already taking place in the market, the changes also include labor relations, configurations within companies to prioritize the safety and health of employees, hiring criteria, and ways of measuring the production of professionals.

Home office

The big change brought about by Covid-19 was the implementation of the home office by companies. With isolation to contain the spread of the disease, remote work was the way out to continue activities, at least for those professionals whose job does not require a physical presence in a specific location. This measure advanced a practice that had been gradually implemented before the pandemic by some companies, limited to a few days a week.

Twitter, for example, is one of the companies that recently reported that employees could work from home forever if they preferred. The exception would be for those professionals who are unable to perform the work at a distance, such as the maintenance team on the servers. However, this change in the way of working brings challenges such as remaining productive without direct supervision by the boss or close to him, maintaining the same number of hours worked; increased spending on water, electricity, internet and adequate furniture at home; ability to maintain communication in a virtual way with the physical distance of bosses and colleagues; in addition to balancing work at home with personal life. Some other large companies in developed countries have already announced that remote work will be the standard adopted and workers will not need to go to the office unless they want to. The question is how to adapt work practices and reap the benefits of remote work without losing the social and economic value of face-to-face work.

Organization of work

A dramatic economic slowdown caused by the pandemic and rising unemployment rates, there is the possibility of promoting changes in the organization of work, including new sharing schemes that allow flexibility and save jobs.

This can mean shorter workweeks or work-sharing agreements to avoid time off with fewer employees while revamping the work schedule to achieve a better work-life balance in the long run. The digital transformation and the possibility of being involved in remote work also brought the possibility for older and more experienced workers to prolong their professional life. 

Demand for qualification

Demand for skilled workers is likely to rise along with their wages. Those who are among the highest income brackets are more likely to choose to work remotely, while those in the lowest have no choice, they will have to move and will lose more time with this shift.

The contributions of health professionals and other workers (for example, teachers and supermarket workers) will be more valued than before. Many low-paid workers, whose wages have stagnated in the face of declining union power and a shift in employment relationships, are likely to see their income erode further as the ranks of the unemployed increase. Historically, economic shocks, pandemics, and wars have exacerbated inequality. And the big question now is whether there will be increasing political and social instability or the search for principles of solidarity and democratic decision-making that will lead markets and workplaces towards equality.

The acceleration of remote work tools will bring the need to adapt to this new type of work. Therefore, there may be a change in the type of professional training that companies will value. Before, if you had a master's or doctorate, you would already be hired. Today what is called continuous learning is highly valued, which is the concept that you are always learning and taking various courses, offered by the company or related to the area of operation. 

Virtual engagement

With more people working from home we will begin to see more changes in relationships with online interaction. As part of the team in the home office, meetings, social gatherings, daily check-in, and check-out sessions between leaders and employees, feedback sessions, professional future discussions, among others, should be done online.

The great challenge for companies will continue to be how to keep all employees engaged, even physically distant. For this, clear and frequent communication is necessary. Professionals should have a proactive attitude of seeking connections with their co-workers. Instead of sending an e-mail, it is best to "pull" the conversation to an online tool, where the interlocutors will be able to see each other. This will guarantee the feeling of belonging to a team. It is clear that the leader has to guarantee this practice, but all professionals can be protagonists and seek this connection.

Production control

There are tools to control working hours and activities that can be used, but what will really be relevant is the relationship of trust between leaders and employees. A link should be established between the parties, where there is an agreement on goals to be achieved instead of hours to be worked on. Clarifying expectations from both parties will be essential to ensure that the objectives are achieved and that there is a positive experience for both sides.

You must disconnect

Time management tends to be an even more used competence and that there should be an adjustment in work and personal routines so as not to compromise the professional's routine. Respecting scheduled meeting times and professional commitments is essential, in addition to ensuring important personal moments, such as stopping for lunch or coffee. It is necessary to be attentive so that, even when we are at home, we have difficulty disconnecting.

Changes in selection processes

Ways to hire professionals have also incorporated online tools. From the selection process to the employee's entry into the company, the entire process has been done virtually. And the trend is here to stay. Professionals looking for new job opportunities should prepare for online interviews, as they will be more and more frequent.

All preparation for a personal interview, such as appearance and prior knowledge of the company's information, must be maintained. In addition, they must ensure a quiet place, with adequate and comfortable lighting to participate in the interview. You should also tell people who are in the same environment, in the same house, that you are going to do an interview and that, therefore, you will need a quiet environment and not to be interrupted.

Likewise, hiring and firing must also be adapted. The companies' integration program should include an online procedure while ensuring reception on arrival. Involving all co-workers in the online welcome meeting, for example, is a friendly initiative that generates a feeling of welcome for those who are arriving. In the same way as when an employee leaves the company when done remotely, it must contemplate a respectful ending, being offered a moment of conversation, after the communication.

Distancing affects teamwork

The new Coronavirus has imposed distance as a watchword, the relationship between co-workers will change as long as the pandemic is not resolved. An expected effect with the decrease in the interaction between workers is less empathy and solidarity between workers.

This is a very serious problem. Thanks to the coexistence that we have within the work environment, we end up making friends, which generates great empathy and solidarity between everyone. Now, this tends to decrease a lot, it tends to be virtual. I will get to know the workers by photo, videoconference, maybe at a holiday party. The effect is an increase in the dispute between workers, which can harm teamwork.

The consequence of this is greater competitiveness, not in the good sense of the term. This will generate a decrease in productivity from the moment that there will be individuals wanting to work more, but there will be no working together very strongly. The managers will have to relearn to motivate workers and distribute workers in a collective task.

A good connection will be a prerequisite

With the need for more space and less crowding of employees in the workplace, there will be an increase in the home office and the cost of rent for companies. And one of the effects will be the transfer of labor costs to the employee, such as equipment, internet and work structure.

When you apply for a job, one thing that will be questioned is the equipment you have, the internet you have. Having this kind of condition for work will become a prerequisite for your resume to be analyzed by companies.

Safety in the workplace

With the pandemic, companies will have to make adjustments to ensure the employee's return in a safe environment. The recovery must start from health and safety protocols, with social distance as rule number 1. The government discloses measures that must be adopted in work environments to combat Covid-19. Reduction of employees in the work environment, with the rotation between face-to-face and remote work, greater distance between work desks, availability of personal protective equipment, and temperature measurement at the entrance are some of the measures that should be taken.

Alternating work shifts, meals, and even coffee breaks should be implemented to reduce the number of employees in common areas. Employees will also have to get used to the habit of always wearing masks and cleaning all equipment at their workstation.

The International Labor Organization (ILO) has issued guidelines for returning to the workplace. The measures include installing physical barriers, improving ventilation, and adopting flexible working hours, as well as cleaning and hygiene practices and the use of personal protective equipment. Several companies should adopt the model on a rotating basis, in which part of the employees will work in the home office and the other in the office, and ensure all care, such as wearing a mask, distance between people, and hygiene material.

Just as the company will adapt the office to ensure the safety of employees, they are already evaluating what resources will be needed for those who will remain in the home office, such as computers, internet access, and necessary furniture. The scenario of returning to the offices will not be the same as before. The meetings will have fewer people, the tables will have to be more distant, the trips will be less frequent, events and social gatherings will not exist as before, big marketing events with hundreds of people will be online, so it is not a return to the previous situation.