For most businesses, making large scale adaptions to your working processes should be a relatively rare occurrence. Yes, a tweak every now and then, or the introduction of some new technology, but not a complete switch of working practices. This is undoubtedly one of the reasons that 2020 felt so draining. Whether it was introducing remote working or making your place of business safe and Covid-secure, the last twelve months have forced us all to embrace a ‘new-normal’ and 2021 promises more of the same. 

However, where 2020’s twists and turns were called unprecedented and unexpected, 2021 promises to offer twelve months of reasonably predictable change. If the continued roll out of the vaccine proves to be successful, there is a likelihood that the way we all do business will change again. However, it potentially could be unlikely that we will return to the ‘normality’ of 2019. It feels like “be prepared” has been the Dakota Blue mantra for the last year, but here are some ways that businesses and leaders can be ready for changes over the next 12 months.   

Be prepared to embrace a hybrid model of working 

Last year many of us made a sudden switch to remote working, but with the vaccine roll out there is a likelihood that some staff will be able to begin returning to their workplaces during the latter half of 2021. Microsoft has announced that they will be continuing remote working until at least July, implying that there is a chance that they will be embracing a phased return.  

What this means for businesses and managers is the potential of a hybrid working system, with some team members in the workplace and some still working remotely. Embracing a hybrid working system is going to require further adaptation of working practices to ensure that all team members feel supported and happy no matter where they are working. Additionally, it is worth considering and planning for the fact that some team members may not want to give up remote working even when it is safe to return. If they have been able to perform well in their role whilst working remotely, is there any need for them to physically return to work?  

Keep your key people and continue to encourage career progression 

Just because your team might be working remotely doesn’t mean that you can’t still offer them the opportunity for career progression. Millennials are the largest generation in the current workforce and studies have shown that the majority want to remain loyal to their employers whilst still being offered opportunities for progression and improvement.  

So, you should still undertake performance management and reviews and take into account what development opportunities you can offer your staff (don’t forget, all those training and development courses could be online now). 

Consider your bottom line and whether you can reallocate resources 

Maybe you’ve decided that you’re happy to embrace a hybrid working model for your business and that staff can work remotely if they would like to. This could mean that the company is paying for resources that it doesn’t need, such as car parking or even office space. With an increased likelihood that staff members will be more affected by mental health issues, it could be a good idea to reallocate a budget towards an Employee Assistance Programme (you can read more about them in our blog on supporting working parents).  

Have more than one plan in place 

This will make sense to anyone who’s seen The Queen’s Gambit, your business is rather like a game of chess. You need to think a few moves ahead and have a Plan B, C, and D in place just in case. Planning ahead and being prepared for things not to go as planned, makes it less likely that you will receive a nasty surprise later in the year.  

As ever, the team at Dakota Blue are here to advise you on every aspect of HR in your business. If you have any questions or concerns, just get in touch.