The world has been hit by an unprecedented rate of change and companies both small and large are struggling at different levels to migrate their processes and delivery of solutions to ensure operations, clients and employees are able to cope with the changes without impacting internal annual projections and regular work flow.
The impact COVID 19 has brought on companies both small and large, across all industries is based primarily on the following:
- Complexity of Operations
- Methodology of Delivery of Solutions
- Dependency on Software’s
- Data Security Measure
- DNA Of the Team
The Problem at hand: Whilst most of the above listed components are open to a much larger debate, we see most companies struggling to cope with people management more than ever before with the onslaught of COVID 19.
A large number of companies who have previously hired based on capabilities and years of experience alone are now struggling to battle a mindset shift that comes with such crucial changes in the daily workflow if they have not hired based on a set DNA of a Growth Mindset, or cultivated that DNA after the candidates are inducted.
Furthermore, employees have previously been moderated for a range of KPI’s including but not limited to the number of hours they work, effective communication skills, qualifications and the number of years of experience they bring to the table. However, due focus it seems, has never been granted to the Mindset they bring to a company, which directly affects the overall output of teams at large. In most cases, we see current employees with a growth mindset adapt and deliver much faster that those with a fixed mindset, and that insight alone will compel HR managers to take heed while charting out the future generation of employees.
What exactly is a Growth mindset then, and how does it change or influence teams, and companies at large? The term stems from a basic view point that skills and abilities can be developed and a change in a way we assimilate things makes all the difference.
That very mindset of broadcasting challenges as opportunities, nurturing a sense of purpose, absorbing feedback to develop further, rewarding actions not traits, taking calculated risks and rewarding genuine effort is almost mandatory to ensure one has advanced to a mechanism to be resilient to disruptive changes and be relevant to current and future industry needs.
That shift in hiring preferences given the world will now be exposed, more often to disruption in operations is expected to produce an inevitable shift in the way we reward and club employees, from perhaps the basic thought process of ‘he has 20 years’ experience, he must be good with Data Management’ while inducting a new member to debating ‘he has 5 years of relevant experience and just updated his credentials with a course on Data Analytics hence he much be aware of current and future trends.’
Challenges: Many decision makers wonder if Remote Working will be the new norm. The challenge then extends further to decision makers on how they motivate individuals with a Growth Mindset since they are most likely to have clear, defined goals of self-growth and self-worth. Another important change we see coming our way is how we rate employees with little or no focus being dedicated to the number of hours they work and more focus being placed on the functions they are able to deliver.
The Solution: Creation of a Personal Development Plan for each team member is a great way to hire, develop and ensure each employee understands the culture of self-development is mandatory for professional growth. Operationally, software’s’ are a great way of monitoring functions such as sales since they remove human biases, however structuring software’s to ensure all the functions are categorized is also equally important.
Observations: Mostly, companies who have previously encouraged collaboration and managers who have created an internal Personal Development Plan within their teams are more likely to address changes much faster. Hence adapting to effective remote work, for instance is directly dependent on the ability of teams to adapt, improve and share their insights within their teams to ensure no team member is left behind.
To sum it all, we see the future of hiring quite bright, however we also see a definitive shift managers, and hiring managers will make on hiring with due focus on engaging candidates with a Growth Mindset.
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