For those who can remain productive as knowledge workers, and capable to adapt to the changing workforce requirement, will remain as hired. While the rest who are not, continue to be unemployed, or eventually layoff due to structural change, and do not possess and are capable of delivering a new set of workforce needed skill, in the eyes of employers.
Their pay will be in a downward trend due to the hybrid work model being introduced in most of the enterprises who start to adopt it. Such as work for 60% in office, remain 40% remote to work. The need for the office and size of the office are expected to shrink, as no more need to cater for permanent workstations for employees, and practice of the standard desk for those who needed basis. Working 3 work days in office to make sure company culture survives can be noted for introduction in various countries and places. But in reality, company culture is not about the office, it is about the people, how the company does things and gets it done via people.
How to bring the workforce back to office after Post COVID-19 is a global challenge across industry and sectors. How to make the workforce productive again in the office becomes top priority. More employers are starting to adopt the balance act, implementing hybrid working, to balance productivity and the cost, in particular for those knowledge workers. Be noted, I always like to use knowledge workers to differentiate typical officer workers, since they are knowledge workers that are needed in the current and future.
A new set of workforce skills that are needed is how to demonstrate in your employer eye, you can perform virtual collaboration actively in the various remote and web live means, as well as handle all forms of the inbound and outbound tasks. The more independent you are capable of doing all the things, the more likely you are in the eyes of your employers to succeed in the hybrid work generation that is coming. Of course, the employee tenure, experience level, age, timing, personality, as well as the nature of the employees work and the specific jobs that can perform is a matter, as variable to consider for any new hiring criteria.
More and more COVID-19 challenges are coming even now reaching the end of it, with more and more countries rising in the vaccination percentage. The market forces enterprise to evolve, if you don’t, you are out of the business. With an excessive pool of unemployment out there (we are referring to real on the street figures, not the government polish figure), it challenges some of the existing posts that suddenly become costly to keep some of the expensive staff that do not really deliver what they suppose be, to keep them under the payroll. As such, you will also notice some of the people forced to resign from their post at this middle of the time (include those middle class and senior executives), and need to look for a new career somewhere, due to organization “rightsizing” with the current changing, and come up with the changing workforce and staffing requirements.
