This archive report was first published on 14 June 2020.
Published on June 14, 2020, by MWIKALI MUTHIANI, an HR specialist with over 20 years' experience.
Organisations have long struggled to balance employee productivity with personal use of the office Internet. Initially, they blocked employees from accessing personal websites, citing distractions and missed targets. However, with the advent of mobile internet, this approach became futile.
Employers soon realised that their attempts to restrict resources and monitor staff closely were widening the mistrust gap between them and their employees. This experience serves as a reminder that organisations must be adaptable in the face of new challenges.
As work demographics continue to evolve, employers are being forced to think creatively about motivating employees across different age groups. Flexible work arrangements, such as remote working and flexible hours, are becoming increasingly popular.
The gig economy is also transforming the way we work. Employers are no longer looking for employees with permanent full-time contracts, but rather those who can adapt to changing circumstances and pursue other interests.
As a result, benefit structures are being redefined to accommodate independent gig workers. This shift requires employers to be more strategic in their recruitment and retention strategies.
With the rise of virtual meetings and remote work, organisations are also focusing on creating healthier work environments that promote employee welfare and wellness.
Finally, the need to recruit the best skills is becoming more pressing than ever. Employers are turning to technology, such as predictive analytics and trained algorithms, to identify the most suitable candidates for a particular role.
Ms Muthiani is the MD of MillennialHR, an HR specialist with over 20 years' experience.
