Today, as the world is looking at the new-age workplaces, it is clear that the speed and scale of an organisation’s transformation will govern its future. Businesses across industries and regions are rethinking ways to use digital technology as a component of their business strategies while concurrently focusing on speeding up their operations to match the new normal. There is a shift in power dynamics from organizations to people, from profit to mutual prosperity, and from ‘me’ to ‘we’. Today, employees want more – well-being to be embedded in their work experience, meaningful work along with personal purpose aligned to the organization, flexibility of place and time to work from anywhere and anytime, etc. – and they are not shy to switch organizations to get what they need. 

Invest in the individual, not just the employee. 

For decades, organizations have acknowledged the importance of training, development, and skilling. However, with the lines between work and home getting blurred, it is critical for organizations to invest in the individual, not just the employee. Growth opportunities can no longer be limited to professional development, it is critical for organizations to prioritize the holistic well-being of the employees. The health and wellness of employees directly influence their behaviour at work, absenteeism rates, and productivity. There is an economic link between employee satisfaction and a company’s financial performance.  

Happy Employees = Happy Customers = Happy Shareholders

The new normal is about less contact and more impact. That is where the business ecosystem will have to build a landscape where touch is reduced, but ‘humane approach’ is enhanced.When aided by the right technologies, it is these human-centric strategies that will deliver the best outcomes.

Decoding the new talent code 

Since businesses are now putting greater emphasis on their strategy and operations revival through technology, more and more resources are being poured into the digital and tech capabilities in the wake of the pandemic. This has also created a market demand for digitally equipped full-time employees to manage the new digital infrastructure better. In fact, in most industries today, leaders are defined by the digital approach and integration that they have already undertaken. It is not going to be easy for them to be overtaken as long as their focus on innovation remains unwavering. For others to make an impact, it is important that they invest in talent, capacity building, forging partnerships, and increasing their research and development budgets.

EQ over IQ

Research studies show that toxic workplace behaviour is the biggest driver of negative workplace outcomes, such as burnout and intent to leave. Respect and job satisfaction have become as paramount as monetary pay-outs. Hence, the integration of empathy and emotional intelligence in business operations has become a bigger focus than ever.Organisations are increasingly focusing on building a management pool that has more emotional intelligence and empathy instead of the tough work-masters approach. It is now an accepted fact that the leadership positions must be filled by people with high EQ as their emotions and actions have a ripple effect throughout the company. 

The golden rule for businesses in the 21st century is to provide employees with the resources to be happy, healthy, and productive. Employee mental health is no longer optional or avoidable for employers. Each business needs to look at the future as a constantly changing landscape with bold and flexible operations being the order of the day – and in all this, we must remember to welcome change as the rule, but not as our ruler!