Marching Sheep’s five-stage process for businesses to bounce back after the pandemic | Sonica Aron | Founder & Managing Partner | Marching Sheep
Its people, who have to collectively emerge from the ongoing economic, social and physical crisis, and to help them, HR will play a significant role!
As organizations adapt to the needs of evolving customers, consumers and marketplaces, they will need to adopt new products, service offerings, routes to market and communications. This will lead to a need for restructuring and reorganizing. HR leaders will need to balance business recovery and continuity while maintaining employee morale and experience. They will need to lead conversations around re-skilling and up-skilling the existing workforce so it can meet the needs of a restructured organization. They will need to ensure that people policies enable employees to be productive and engaged while working remotely. Practices along employee lifecycle stages will need to be mapped and tweaked to be effective in the new normal. We at Marching Sheep believe that every organization Its people, who have to collectively emerge from the ongoing economic, social and physical crisis, and to help them, HR will play a significant role!will need to adapt as per its life stage and industry to sustain itself and emerge stronger from this crisis. Over the last few months, we have researched, and designed a package for organizations that will help them “succeed in the new normal”. This is a 5 stage process and using it we are working with clients in the Pharma, Fashion, infrastructure and IT industries to help them with change management.
On the other hand, we also believe in enabling and empowering the workforce so they can ride over this wave of insecurity and uncertainty. This includes guidelines that describe how to be physically safe while gradually exiting the lockdown to enabling employees by helping them build psychological safety and emotional resilience. Ongoing uncertainty, isolation and social distancing have brought issues of emotional well being to the fore such that they cannot be ignored anymore. Also, remote working has made inclusion and understanding unconscious biases very critical. As in-person interaction will be low, there might be a tendency for managers to operate based on assumptions and stereotypes. After detailed research, we have arrived at critical competencies that will help a workforce succeed in this new environment and curated virtually facilitated workshops to reach as many people as possible.
To conclude, HR’s functions and our teams will be the key to success today and in the time to come. Invest in their skills, competencies and well being to overcome this crisis.