Are you Brexit, pandemic and future proof?

We are at the precipice of the 4th industrial revolution and to be prepared we need to be ready to change, adapt and adopt new working practices and technology. In short - keep learning, embrace agility and stay human.

Tech London Advocates Remote Working group (TLA RW) was launched as a remote and flexible working think tank a few months ago by Zoltan Vass https://zoltanvass.com/ and Louisa Steensma, https://thrivehrconsulting.co.uk/ with the aim of an open, inclusive platform for business leaders and employees to share knowledge, add value and support each other through current and upcoming challenges.

Shock

The past few months have been a strain on us all both personally and commercially.

Some well-known names across all sectors of the UK economy have not made it through Covid-19 restrictions. The retail sector has suffered particularly with some of the most well-known high street names gone but no sector of the economy has been untouched.

Whole industries ground to a halt during the shutdown, and the social distancing rules rendered many businesses in the hospitality and leisure sectors non-viable. 

Unemployment is rising inexorably. At least a million jobs have already gone and many more are likely to go when the UK government begins to wind down its furlough scheme, under which it’s been paying the wages of more than 8 million workers. Expect a “tsunami” of job losses, one of Britain’s leading recruitment agencies said.

However, the trauma of recent upheaval to the economy, our working and personal lives may well be overshadowed by the world we hit in 2021 and beyond, as borders change, markets are overhauled, fresh pandemics hit and a new economic era reshapes work, life and learning.

Here TLA RW sign post a few stumbling blocks hidden in our uncertain future.

Adjust

Covid-19 lockdown certainly accelerated the adoption of remote and flexible working but it also accelerated greater changes within organisations, within individuals and within the UK economy as a whole. 

The panic and overnight upheaval that lockdown brought spawned a radical rethink in all areas of personal growth and business development. Digital weaknesses have become magnified as, deprived of offices and face-to-face promotion, some organisations have struggled. 

Where their digital space was not up to scratch or eCommerce functionality was lacking, some have suffered severely. Primark for example, lacking a viable eCommerce site, lost significant market share. Many high street retailers, even those with online capability, have announced restructuring plans and job losses, most recently Selfridges, John Lewis and Boots. 

 These examples are a warning as our post-Brexit future, and ongoing localised lockdowns, will require even greater flexibility, forward planning and adoption of the most innovative technology and working practices.

Resilience

However, those companies with a mature digital strategy or the resilience to pivot swiftly, have flourished. Those local coffee shops, restaurants and stores who moved quickly to provide take-away, delivery and online ordering are up-and-running and future-proofed already - they are ready to pivot again when circumstances change.

If the UK economy is to survive and compete we must think about how to harness the growth mentality and quick-change attitude of the local coffee shop that swiftly built a take-away business from their doorstep.

Planning for an uncertain future, building resilience into business models, identifying the right people with the right skills for growth, investing in learning, protecting your data – these should all be at eyeline for any organisation hoping to flourish in the imminent future.

“If 2020 has taught us anything, it is that uncertainty is the new certainty,” says Mike Weston, founder of SMTW :: Escape Velocity. 

“As we face the knock-on effect of these forces, it’s vital that businesses equip themselves to respond quickly to a wide range of possible scenarios – and adopt agility and flexibility to stand the best chance not just of surviving, but thriving in the face of such uncertainties.”

If the digital and technology sectors can have the flexibility and foresight to dust ourselves off and rise to the unprecedented challenges looming ahead, we will be the difference between the UK economy flourishing or floundering post-Brexit.

How Brexit-ready and future-proof is your digital strategy?

Learn and grow

Upskilling and reskilling

Demand for online learning sky-rocketed during lockdown, with employees spending 130% more time on learning since the pandemic (LinkedIn Learning).  

In her recent article, HR Consultant Louisa Steensma highlights how Covid-19 has been a catalyst for long overdue innovation in learning and has accelerated a rethink of different modes and content elements for the development of people.  

MD at Online Education Services, Andrea Burrows, agrees that the pandemic has completely altered the way that millions of people work and subsequently upskill. 

“Through online learning people can gain the skills needed to nurture or even direct their career paths. Lifelong learning has become imperative. Education can transform lives, and the flexibility of online study means it reaches a broader global demographic.”

Russ Shaw, Founder of TLA and Global Tech Advocates points out that upskilling and reskilling will help see us through Brexit. “The link between the short-term ambitions to save jobs and the long-term economic strategy to level-up and modernise the nation is – skills. We must be asking the question of whether the UK has the domestic policies in place to build a workforce that has the necessary skills for the modern economy.”

Hard and soft skills, research and writing, project and people management, personal mental fitness, Virtual/Augmented Reality (VR/AR), will all require constant upskilling. The provision of the necessary time and space for such learning should be considered the norm by all good employers. 

Time and space to upskill will help with future proofing - and employees that feel invested in and appreciated are proven to be more productive.  

Eszter Ivan, psychologist and coach, explains that employers have a responsibility to support the well-being - mental, physical and social - of employees. 

“Employers need to show curiosity about their employees’ needs and respond, within reason, to encourage them to maintain work-life balance, practise mindfulness, exercise regularly, eat mindfully, and perhaps provide financial education and other training as requested. This leads to enhanced organisational health, culture and performance too.”

Marketeer Annamaria Tancik also places emphasis on employees recognising their own upskilling requirements to “keep a foot in the door of the labour market.”

“I believe imminent changes in the economy bring exciting opportunities to learn and develop in our chosen field, but it also offers the perfect time to change tack in our work lives, start something new and explore our own potential.”

Our future as employers and employees rests on now – our ability to rethink in the broadest terms, to redefine ourselves and adopt the best attitude and education practices.

Working practices

Health Secretary Matt Hancock has stated that working from home where possible should continue beyond the Covid-19 pandemic and become the new ‘norm’. Aside from managing a home-based or flexible workforce, some organisations have taken the opportunity to radically alter other working practices.

Siemens is adopting a permanent new model that will allow employees worldwide to work from anywhere they feel comfortable “for an average of two to three days a week” and are embedding a leadership style focused on outcomes and trust, leading to more motivated employees and improving the company’s performance capabilities. 

People & Transformational HR Ltd has moved to a 4-day operating week, setting Wednesday aside for wellness, learning and personal development time. 

Variations on these models will become more normal. As organisations wrestle with rapid changes in technology and markets, their workforce must be given the space to keep pace.

Jan McGinley, networker and connector, emphasises the importance of maintaining human relationships virtually.  

“Sadly, we aren’t able to enjoy those serendipitous meetings we relished at networking events, but it’s important not to neglect all the wonderful connections we have made and to nurture those relationships. 

“Embracing change, adapting to the new networking world and identifying how we can support and encourage people in a genuinely authentic way reaps rewards way beyond the time it takes to reach out with a kind word. Always be generous and check who might need help with mentoring or introductions - they may lead to collaborations and interactions that may never have occurred without that little nudge.”

How progressive are your working practices?

Artificial Intelligence

It is predicted that almost 50 per cent of current roles in the commercial sector will disappear within five years, replaced by new technology or by Artificial Intelligence (AI).

In a recent article, McKinsey and Company predict a precipitous fall in demand for physical and manual skills and point out the importance of improving technology, social and emotional skills. Keynote speaker Bernard Marr agrees and highlights seven tech trends that will be ruling the near future and determining which skills are required and which are not.

Already supermarkets utilise self-scan apps, which obviate the need not just for cashiers but for check-outs completely. That technology will increase its foothold with AI and robotics being adapted to replace many administrative or repetitive jobs.

The early adopters, those whose workforce are given AI capability now, are the ones who will take the lead and influence the future of AI.

Individuals must take responsibility too. It seems space-age to some that their jobs could be replaced by robots but six months ago the idea we didn’t need offices seemed pie-in-the-sky. Today we must address the fact that our workforce requires reskilling and upskilling to provide the roles that AI cannot fill – creativity, innovation, development roles.

How will you harness the best of AI for your business model, and reskill/upskill your teams to benefit?

Brexit

As the borders drop and Europe and the rest of the world become more important trading partners, not only will we be forced to employ the most cutting edge technology, we will be forced to rethink almost every aspect of our working and learning expectations.

The cultural differences alone can make or break new working relationships, according to Eastern Europe and Remote Working expert Zoltan Vass: “I have seen again and again how understanding the nuances of working and life culture across borders can streamline commercial relationships, attract overseas talent, bring in funding and help overseas companies get a UK base.

“Taking advantage of Brexit will be crucial and it will all happen in the digital space both within the UK and internationally - commerce, trading, funding, recruitment, sales pitches, project and people management.”

How robust is your cross-border strategy?

Employment

Post-Brexit legislation around employing and being employed is not yet clear but keeping up-to-date with changes and staying on the right side of the law will still be fundamental.

Employment law specialist Tamara Ludlow, Partner at Simons Muirhead & Burton LLP, says that many businesses have already faced significant challenges navigating the furlough scheme rules and unfortunately in some cases are making multiple redundancies. 

“Many businesses are trying to make up the ground lost over the last few months and focus on what they do best; however further challenges await as the transition period ends and EU employment legislation - whilst adopted in full now – may well be amended and superseded by UK rules. I expect my caseload to increase.”

Tamara advises employers to make the time to stay on top of changes as they happen:”Employers need to be in the best place to deal with the challenges of Brexit which may or may not be compounded by ongoing issues related to the pandemic.”

Recruitment

The possibility of sourcing and onboarding a permanently remote element of your workforce, based in more than one timezone, is part of our new reality. Recruiting online, bringing your new hire up to speed, integrating and ensuring they feel included in your team - all whilst working remotely - are new skills for most people. 

Recruitment experts Richard Chipchase, Head of Talent Acquisition at Pixel Toys and Tom Godber, Managing Partner at the Highfield Partnership advise that your business be equipped to manage this process, avoiding costly, and unnecessary, hiring mistakes.

Tom believes that building engagement, maintaining consistency and fairness of assessment, and determining the right organisational fit will increasingly take place through an entirely virtual experience. "Whilst remote hiring can increase the dynamism of a recruitment process, there is a danger that elements, which can make the difference between success and failure, could be overlooked."

“Decision making via virtual solutions is a craft that takes time to hone,” added Richard. “We all know the vital importance of not only getting the most from a candidate whilst giving an accurate and representative overview of the company and culture, but now you don’t have that high impact ‘swanky office’ to get them chomping at the bit – you might need to find another trick up your sleeve to get them over the line!”

How ready are you to recruit a multi-national remote team?

Communications

No matter what plans are best for you, your company and your team in the next period, Rupert Janisch, Founder of Turn the Tables PR, emphasises “good communication across the piece is more vital now than it ever has been:

• If you’re changing employment strategies you need to communicate with your staff.
• If you’re making redundancies you should consider how you’re going to mitigate against negative brand reputation.
• With new markets, how are you talking to potential new suppliers and customers?
• For recruitment as we enter the new era, how are you setting yourself apart from your competitors?
• Promote how you are helping the country and your community.
• Show the world that you are flexible, dynamic and able to innovate your way through any crisis.”

The tone and the language you use is more important than ever, given that we are exchanging more written comms and our video calls rob us of extra non-verbal cues. Freelance Editor Kath Breathnach says that more than ever, great care has to be taken to avoid being mis-interpreted. 

“That doesn’t mean we need to write or talk like humourless robots but that greater care should be taken to use neutral language, use the pronouns that people prefer and move beyond a ‘plain English’ policy to an inclusive English policy.”

How geared up is your comms strategy for the next challenges?

Data protection

Where companies with a crisis management plan six months ago would be capable of coping with a terrorist attack, devastating fire, flood or even earthquake, complete closedown due to a global pandemic hadn’t quite registered on many radars.

 Backing up and shifting everything to servers in Arizona won’t help when your workforce are all working flexibly or from home, on domestic broadbands and on the same PCs their teenagers use to play games on Steam with random international strangers.

“Get a cyber security review from a reputable company,” advises cyber security expert Eva Pascoe.

“But a good starting point is providing a dedicated laptop to all home and flexible employees with a VPN which will offer some security no matter the network connection. And as the human link is always a security weak point, cybersecurity education and regular reminders are needed to increase awareness of phishing scams. This is extra important for finance teams, as they are at the coal face of online fraud."

Eva adds that regularity is key: “I use the 'mystery shopper' approach, not to name and shame but to provide extra support and coaching for those who have fallen for a fraudulent payment request.”

How data secure are your home and flexible workers?

In summary

The pandemic and Brexit are enormous challenges, however Zoltan Vass believes the UK economy can be at the forefront of innovation: “Getting to grips with the latest digital and tech, and navigating the digital space will be the biggest advantage for dealing with the impact of the 4th industrial revolution, the rise of robots, automation and digitalisation.

“However. growing and innovating must not come at the cost of building genuine relationships. Collaboration with employees and clients will be more important than ever, as will bridging the generation gap, understanding different cultures, attracting talents from different countries, forward thinking and centralising and unifying data.

“Stay human - be understanding and flexible with yourself and your workforce.”

HR Consultant Louisa Steensma agrees: “COVID-19 has accelerated and forced many unplanned changes, but it has also provided breathing space to reflect on what kind of future is possible. 

“Moving to operating models that are more durable and responsive to change will improve organisational and workforce balance and allow the redeployment of skills and talents where needed.

“Significantly upskilling and reskilling the workforce, with a focus on problem solving, and fostering a global learning culture will build foundations for future success.

“And leaders need to set the tone - more trust, empowerment, empathy, connection, inclusion, listening and reaching out to employees for opinions. Focus on ‘people first’ skills in this volatile, uncertain, complex, ambiguous world, i.e. Vision and values, Unflinching innovation, Coaching, Agility.    

“This once-in-a-generation crisis is a genuine once-in-a-generation opportunity - an opportunity to rebuild for a better future.” 

TLA RW are planning an online autumn event to explore how Brexit will affect all aspects of working life and culture - join in, share your experiences and get access to our digital, tech and remote working experts.