The recent pandemic has thrown a lot of uncertainty into the already VUCA world of business and jobs. Businesses are reorganising, downsizing and re- strategising every moment. The underlying theme of all these changes is to work smarter, trim all excessive costs and minimise the impact of the crisis. For many businesses, it is no longer about growing but about staying afloat until the crisis passes. The hardest-hit are the SMBs where cash flow and liquidity are often a day to day management effort even in the best of times.
For many employees, this is also a time of heightened anxiety. Fears of possible job losses are always present at the back of the mind. Additionally, social isolation, working from home and the changes that these entails have an impact on everyone who is adjusting to the new normal. As the corporate ecosystem evolves with these systemic changes every employee needs to sit back and take a hard look at how they can make the current crisis and future situation work for them.
Manage For A Smart Today
- Accept the new reality: We have all experienced in one way or another that the world is different now. New changes have come into the workday. Work from home has replaced the daily commute. Virtual meetings are the norm over in-person discussions. There is an absence of social connects like watercoolers talks and shared coffee breaks. But these changes are only the symptoms of the crisis. There are changes that are happening in the organisation at a structural level. It is important to accept that the organisation as you know may no longer exist. The organisation itself is going through a metamorphosis. It is also possible that even the leaders in your organisation may not fully know, how and in what form the organisation will emerge from this crisis. So for all purposes, you are now working in an organisation that is evolving and discovering its new form.
- Give over and above: When things are good, organisations show this to their employees by extending benefits and comforts. This is the time for the switch to happen the other way round. Employees now need to go over and beyond in supporting the organisation through this crisis. Look beyond your job and explore how you can support your organisation. Speak to your manager and offer your willingness to do more than you are expected to. Be willing to work longer and take ownership and accountability for new things. Let your leadership team know that you are there to support them.
- Short term losses for long term sustainability: This is the time when organisations may slip in sticking to employee commitments. Delays in salary and incentive payouts, claim processing and rewards may happen. Politely communicate and bring attention to what has gone wrong but be willing to allow time for corrections. This may also be a time when organisations may need to pull back on the good to have benefits like extended insurance coverage, car purchase plans, etc. Most organisations are today looking to stay afloat and removing excess benefits may be one way for them to retain jobs. Be willing to accept these changes even if they are difficult.
- More with less: Partner with your management and understand how you could minimise expenses and support the organisation to get more done in less. Explore software, solutions and creative innovations to help the organisation adjust and thrive in the new change.
Manage For Successful Tomorrow
- Focus on relationships: Many organisations may end up taking some hard and unpopular decisions. Put yourself in your managements shoes before rejecting a change or calling it out. Very rarely do organisations cut benefits or look at layoffs unless it is absolutely necessary. A layoff is never easy for the person getting laid off or the manager letting go of an employee. In the instance that you do lose your job, part on good terms and don’t burn bridges. The same people who lay you off could help you find new opportunities.
- Upskill: Build your skills not just for your current role but also for additional skills that could be useful tomorrow. Set targets for your self-development and share any new achievements. Discuss with your management on what skills could be useful for you to develop in the new environment. Share ideas with your organisation about how your skills can be useful today or in the future. Offer to help upskill other people in the organisation to improve the collective knowledge of the group.
- Flow with the change: Be open to new responsibilities, role changes and ideas being implemented by the organisations. Some will work and some won’t. Allow space for errors and treat this as a personal exploration process as well. You may find new ideas and directions for yourself and the organisation in the process.