DEALING WITH CHANGE | COVID-19 EDITION
When we all shouted, “Happy New Year” on January 1, 2020, we did not know what we were stepping into. The world as we know it has changed drastically in a matter of a few months; what was once hailed as the year of 2020 vision, is now very uncertain. Americans (and their dollars) have stayed home amid lockdowns and economic shutdowns, while some companies are filing bankruptcy and others are “pivoting” to meet consumer needs in very different ways.
Whether you are an employer or an employee, a resilient mindset, and subsequent actions during this time will determine the brightness of your future. But, you must be intentional. Throw out the mindset of, “When can we resume business as usual?”, and instead, embrace the many opportunities in disguise.
Take as an example, many companies have realized that employees can be just as efficient, if not more so, working from home. With this realization will inevitably come the opportunity to eliminate unnecessary overhead costs and/or downsize costly physical office spaces.
After the restrictions were lifted, one of the first things I did was go and eat at a restaurant. Rather than receiving a paper menu, I was instructed to scan a bar code on my cell phone which took me to an electronic menu. Brilliant! This restaurant found a way to bypass unsanitary menus altogether and reduce printing costs! They now gain the flexibility to change their offerings at any time and establish a relationship with a new takeout customer. Now that I have quick access to their menu, on my phone, it takes the guesswork out of choosing dinner options.
To survive, you may need to come to terms with the fact that the “business as usual” conditions may never return, and the trait of adaptability may become the hottest commodity for building strategy and a workforce equipped for change.
So, how do you build adaptability?
In William Bridge’s book, Managing Transitions, he talks to employers about, “Four Ps” to successful change efforts.
1. The purpose or the reason for the change.
2. Picture the expected outcome.
3. Plan for navigating from today into the future.
4. The part that each employee will play in the change effort.
P&L Corporate Solutions will help you explore how to put these four principals into action.
Progressive companies are choosing to change while they have the choice.
Progressive companies are choosing to change or “pivot” while they have the choice; they have the foresight to realize that there is no progress without change and that is reason enough. Expected economic conditions as a result of the Coronavirus pandemic will force many to make difficult decisions. The need for change is clear, it’s a matter of survival. As you are developing your strategy for change, be watchful for the following things, which can cause new change strategies to fail:
● Complacency: There is a temptation to be inactive as a coping mechanism from the shock of traumatic events, but timing is everything. Gauge the proper level of urgency to capitalize on opportunities and move on quickly!
● Not Expecting Resistance: Account for and plan for opposing forces within your company and externally (competition).
● Lack of accurate and enough information: Make sure your decisions are being made with the right assumptions and using as much information readily available.
Now that you understand the reason for the change, Bridge’s next step is to picture the expected outcome. But, how do you cast vision and set and expected outcome in times of uncertainty?
Setting and achieving goals in an uncertain world requires a different focus from achieving the same outcomes in a stable environment. Normally, a goal setting exercise may be comprised of envisioning the end goal and then developing S.M.A.R.T. (specific, measurable, achievable, relevant, and time-based) milestones to get you there. However, amidst escalating economic confusion, the most logical course of action is to deal with emergencies, and all thought of the future is thrown out the window. It’s important to deal with “the emergencies”, in fact, it’s your obligation to do so, but you should never lose sight of the big picture (your mission, vision, and values) and why your company exists. This concept of your underlying intention, the underlying why, should move to the forefront and help drive decisions for now and in the future - not losing sight that your plans may require you to pivot as we all work through these unprecedented times.
For example, if your company is limited in what it can offer, consider changing how you offer your products or services. Technology has opened doors to new delivery methods and new potential audiences. Alternatively, your business may be experiencing a lack of demand for once-popular products or services. Let your mission guide you to explore other products or services that are in high demand or new products that no one has thought about. If there is a demand for your products or services despite economic conditions, you may be struggling to meet the demand due to a lack of resources. So, your instincts tell you to get those resources immediately, but a good corporate neighbor may look for ways to collaborate with other businesses to leverage additional resources while helping to sustain the business ecosystem for all. With ridership numbers dropping, Lyft was looking to diversify its offerings, while Amazon was in desperate need of delivery services. Rather than hiring more employees, Amazon partnered with Lyft to help solve their delivery crisis. Being clear about your purpose enables you to keep moving in the same direction even when the world around you isn’t consistent.
Now armed with the right perspective, it’s time to create a plan for navigating into the future based on the things you can control. Setting achievable goals and meeting them will help fuel your engagement and enthusiasm about the big picture; this is where the adaptability comes into play. Don’t be so hard on yourself if circumstances cause your plans to fall apart. Go back to the drawing board and create a new plan. This roller coaster of strategizing and pivoting can be exhausting for one person or the same group of people, so it may be a good idea to leverage the people within your workforce or network for new perspectives.
Involving your employees in change will keep them engaged and present.
The participation of the employee is critical to the company changing successfully; without them, even the best-crafted plans will go no further than the whiteboard (or the last Zoom meeting). As a norm, we should expect resistance any time change occurs; however, frequent communication and involvement will reduce this challenge and help foster a sense of ownership. All employees have experienced this crisis but, they have not all experienced it in the same way. Some employees may have conditions that increased their risk of Coronavirus infection and may be reluctant to return to the office. Others may be eager to leave remote work behind but have caregiving responsibilities that make it difficult or impossible for them to do so. Sensitivity to this reality is an obligation, but you won’t know or come to understand these nuances without various methods of formal and informal communication. As a part of your strategic plan, consider forming discussion groups with key individuals from different levels of your company to take advantage of the diversity of thought and experience within your workforce.
Although we are still amid growing cases of Coronavirus, it is crucial to strategize about how the workforce will look post-pandemic. After a period of remote work, employees may find that their physical workplace changed, and their shift or schedule altered. For office workers, returning to a workplace may require a change of mindset for those who have adjusted to working remotely.
Re-acclimating to onsite work may be a challenge for both management and employees to embrace a shared vision of what comes next. But, there is always an opportunity. I encourage you to turn the Coronavirus crisis into a way to strengthen your corporate culture, increase employee engagement, and boost productivity and loyalty over the long run.
Change is not a one-time occurrence; it is constant. The urgency today may be a pandemic, but around the corner is another reason why we need to rethink the way we are doing things and pivot.
For help with generating workplace solutions, contact P&L Corporate Solutions today. Your HR PRO ON THE GO awaits!
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About the Author
Paula Humber, MBA, SHRM-SCP is the HR Professional behind the HR PRO ON THE GO blog and the co-owner of P&L Corporate Solutions an HR Consulting/Staffing firm in West Palm Beach, FL. To get in touch in with Paula, connect with her on LinkedIn, or to share your feedback, feel free to email her at phumber@pl-cs.com. See you soon!