The Regeneration of Work

With only a couple of weeks remaining in the Financial Year of 2019-20, the results for FY19-20 are looming for organisations and the budgets for the new financial year have either been set or are very close to being finalised. Both the results and the new budgets are vastly different to what any of us envisioned in January 2020.

COVID19 has had a massive impact across all aspects of the Australian economy. What's exciting though is that we are starting to see some signs of a recovery as isolation measures start lifting.

From the conversations I have had over the last few weeks, a real trend has emerged with all my contacts describing the current phase that their organisation is going through by using a word that starts with "Re". Whilst I have heard almost every adjective that starts with "Re" these last couple of weeks, the one that has really resonated for me is "Regenerate".

So what does Regenerate mean?

When describing this recently, I used the analogy of when a bushfire rolls through the Australian bush. The fire will come through and take out anything in its path. What is left behind (as we all know), is a trail of devastation and disaster. Fortunately though, the bush will regenerate. Now the forest that the fire has burnt through won't return like it was prior to the fire but it will return. It will look and feel different but at the end of the day, it will be a forest once again (in time).

This is exactly how I'm seeing the regeneration of work.

It's not going to look the same as it did prior to COVID19. It will look and feel different but it will still be work.

I think everyone acknowledges that we are heading to a "new normal" so what are some of the changes that we can expect to experience as work regenerates?

Below I have listed some of the key themes that have emerged from the conversations I have had with clients and consultants across a diverse range of sectors. Feel free to add your own thoughts in the comments section.

Just-in-time workforces (on call) and "Just-in-case" workforces

In the past we have referred to just-in-time workforces as "surge" workforces. When demand increases, organisations could bring in additional people to help meet the demand. A new category has been created though that I consider as a "Just-in-case" workforce. This particular pool of resources aren't there to cater for a rise in demand for products or services but instead are there for when there is decrease in the talent available to carry out the work (consider if 40% of your workforce had to quarantine due to COVID19. How would your organisation cope?).

Having a "Just-in-case" pool of talent with transferrable skills (think airline staff that moved into other customer facing roles during COVID19) ensures business continuity if the need arises.

Utilisation of talent platforms for matching people with opportunities

The emergence of talent platforms (marketplaces) has flown under the radar for many HR teams, leadership teams and even the recruitment industry for a number of years. It has only been recently that the concept and idea of a talent platform (and how it works) has become a little more mainstream and as a direct result of COVID19.

SideKicker has brought great prominence to the talent platform industry through their partnership with the Victorian Government via the "Working for Victoria" initiative.

How it works:

Individuals looking for work register through the Working for Victoria website (https://www.vic.gov.au/workingforvictoria) and create a profile that details their work experience, skillsets etc.

Organisations that have positions available (and some organisations have received significant funding to create short term opportunities) post their jobs through the platform.

People are then matched with opportunities and opportunities matched with people. Relevant assessment processes would occur from there and people gain employment.

Expert360, where I work, is very similar to this however we focus on Expert level talent and have core areas that include Strategy Consulting, Project Management & Implementation, Operations, Technology and a number of other specialist areas.

Post COVID19 and as the world of work is regenerating, I believe the appetite for organisations to utilise talent platforms such as Expert360 will be much greater than it was before. With a supply of talent on the market that is higher than it has been in a long time, having talent matched to opportunities will be a far more efficient way to hire than screening 400+ applications for any job (I'm not exaggerating here!).

Workplaces and working hours

Working in an office every day from 9 to 5 is dead.

Prior to COVID19, employees were yearning for the flexibility to work from home and to gain a better work-life integration/balance. Well, we all certainly got this didn't we!

As the world of work regenerates, I think we will see hybrid models of working in the office some days and working from home other days. Flexibility will be the new-norm and organisations will need to quickly understand how they can manage the "in-office risk" as COVID19 lingers. This may mean you need to "book in" to go to work in the office so the number of people and visitors can be managed accordingly. How long this will last likely depends on directions from the Government.

The focus on employee experience and wellbeing gets amplified

Employee experience was starting to dominate conversations between HR and leadership teams prior to COVID19. EX as it is referred was seen as the next frontier for HR teams to have a real impact on organisational performance. It still is going to be a major lever for HR to have some influence on but it has changed as a result of COVID19. Employee experience now includes onboarding team members remotely. Inductions are virtual, training is online and the real challenge will be how do we get employees embedded in the culture, living the values and really humming quickly?

Wellbeing will be a huge focus as we regenerate the world of work. Mental health and the challenges for individuals throughout this period has brought a new level of awareness and appreciation for the importance of mental health initiatives in an organisation. I'm really looking forward to seeing the focus on this being amplified and watching people get their "bounce" back with the support of those around them. Seeing people fulfil their potential after a time of hardship is very rewarding to be a part of.

If you are looking for a great resource to tap into for your organisation, I would recommend the https://theresilienceproject.com.au/. I have only heard good things on what they have to offer.

Final thoughts on other changes as work regenerates

Some final thoughts on other changes we will likely see are:

• The adaptation of remuneration models with base salaries dropping whilst incentive schemes (based on results) increasing. Basically the better your results, the more you will be paid.
• Organisations will be seeking to employ people on contracts whereas many people will be seeking security in the form of permanent jobs. This disconnect will see a scarcity of permanent jobs and an oversupply of talent potentially putting further downward pressure on base salaries.
• Re-skilling (or adding to your current skillset) will be something you need to consider doing every couple of years to stay relevant. If you aren't developing yourself on an ongoing basis you are increasing your chance of falling out of work next time a correction/crisis hits. Keep learning, keep earning.

Let me know what you are seeing in your world and if you agree or disagree with some of the thoughts above.

As always please like the article if it has provided some value, leave a comment with your thoughts and share it with someone that may benefit from reading it.

Cameron Norton

2019 SEEK Recruitment Consultant of the Year

A forward thinking talent expert that empowers individuals and organisations to achieve their potential

Email - [email protected]

Mobile - 0400 913 843

Cameron specialises in connecting expert talent to organisations that have a social purpose (local government, state government, NFP and Social Enterprise).

From his university studies in both Human Resource Management & Marketing and combined with broad experience in both public and private sectors, Cameron brings a unique approach to connecting career opportunities, organisations and individuals.

Having well known brands and people as advocates for his approach, Cameron brings an authentic style with a strong focus on partnering with people and helping them to succeed.

Possessing a strong understanding of technology and how to leverage it for maximum impact, Cameron embraces new approaches to enhance results in sectors that are seeking change to overcome the challenges that stand before them in the future world of work landscape.