2020 has been a year for change - in where we work, in how we work, and in the measurement of our work. And, we still have a quarter of the year left to go.
The COVID-19 pandemic has changed how many of us work. Many companies have transitioned to significant, if not more, work being done remotely - either work from home (WFH), working in satellite locations, or in smaller, isolated work groups. After months of this new working model, many people and companies are finding the work gets done as well or better, with less costs for the company and individual, and provides a better work-life balance.
Surveys suggest that "25-37% of organizations are not planning to go back to the old normal commute to a central office." The initial WFH move was a sudden change with only minimum time for planning beyond the short term; however, the paradigm has shifted, and this is now the new normal for many of us. The result means rethinking and better planning for how workers are managed to assure success over the long term.
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At SDI, the organization has maintained agility through technology adoption, software tools, and continuous performance tracking to adapt to flexible work models. Despite reduced workloads during shutdowns, new business opportunities emerged with worker output and efficiency reaching elevated levels. Meanwhile, clients face varied circumstances - some managing unprecedented demand, others reopening facilities, and a few struggling for survival.
Many workers shifted roles to fill gaps or accepted entirely new positions. Numerous individuals entered leadership for the first time. Lacking prior experience or performance benchmarks, they repeatedly discovered expectations remained nebulous or changed unexpectedly while managing teams for the initial time. Effective new leadership proves challenging under optimal circumstances; 2020's unpredictability tested even seasoned leaders.
Setting and measuring fair, meaningful performance expectations becomes critical when "the old metrics may no longer make sense." Financial outcomes remain uncertain for numerous companies entering 2021, with potential implications for employment and compensation. Traditional performance management approaches prove inadequate and overly inflexible for dynamic business environments where pandemic risks persist. Immediate action must align leadership expectations, track work performance, and establish new baselines for potential difficult decisions ahead. Leaders require strategies to address emerging challenges as organizations move forward.
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The workplace has transformed beyond recognition from nine months prior, with no return to pre-pandemic conditions anticipated. Organizations are evolving and cultivating emerging leaders internally. Success hinges on identifying talented individuals and equipping them with foundational knowledge needed to drive business growth - today and beyond 2020.
SDI Clarity offers a new online curriculum comprising eLearning modules and virtual workshops spanning four weeks, addressing essential leadership competencies for today's business environment.