How the new normal is empowering the workforce?

How the new normal is empowering the workforce?

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Although the COVID-19 pandemic brought many disruptions to be social and economic lives and livelihoods worldwide, it ushered in a ‘new normal for the future of work and interactions. This ‘new normal refers to a new way of doing things brought on due to drastically altered circumstances. Examples of the ‘new normal’ include the emphasis on remote work caused by stay-at-home policies in light of the pandemic, Zoom meetings as well as Zoom-related socializing between distant friends and families because of increased risk of exposure when traveling, or the rise in popularity of telehealth as a safe and convenient means for healthcare.?

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Among other changes to daily life and work caused by the pandemic was a considerable reshaping of what works, a workforce, and a workplace looked like. While the ‘new normal’ created new risks for organizations, it also created new opportunities to empower the workforce.

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Casting a more comprehensive, virtual net:

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The hotel management industry was one of the hardest to be affected during the pandemic because it relied on people going outside. Since those people no longer ventured outside, sales revenue declined. Despite the pre-existence of online ordering, restaurants created a ‘new normal of enabling takeout service by reinventing the nature of delivery. Innovations such as curbside pickup and car side delivery ensured that customers would never have to leave their vehicles. The convenience of ordering food generated revenue and kept the restaurant workforce afloat.?

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While existing restaurants learned to conduct business differently, new restaurants were created with ‘ghost kitchens,’ physical spaces designed to prepare off-premises food consumption. Euromonitor, a London-based market research firm, estimated that ‘ghost kitchens; could be a $1 trillion business by 2030. So even as we find our way out of the pandemic, the ‘new normal’ has stayed with us as evidence of the opportunities it has brought.

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Work-from-home and Work-Life Balance:

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A significant aspect of the ‘new standard was the increase in remote work. According to the Pew Research Center, 20% of employees worked from home before the pandemic. That number rose to 70% during the pandemic. It is also estimated that 54% would want to work from home after the COVID-19 outbreak ends. Based on the statistics, employees prefer working from home. This is easy to understand given the benefits such as no commuting, avoiding office conflicts, and reduced operations costs to the employer. In addition, these benefits contribute to a better work-life balance, allowing employees to spend more time with their families and pets.

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Encouraging remote work also avoids issues such as the requirement for masks or vaccination reports. The politicization of mask-wearing and vaccines has made employees less motivated to work, undermining their value to the organization. In addition, employees can feel motivated and empowered to produce their best work if pandemic-related stressors such as in-person work schedules are avoided.

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Conclusion

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?The ‘new normal created out of the pandemic is evidence that organizations must constantly adapt their operations to suit disruptions caused by upheavals during moments of crisis. As examples of adaptations, the restaurant industry and office culture have shown an ability to do things differently. In the face of future disruptions, organizations need to be flexible and agile to empower their workforce to deal with risks and opportunities that arise because of the ’new normal.