Editor’s Note

The coronavirus has badly affected our daily life. For the workforce, the uncertainty over remote working and job security has caused an unwelcome and stressful situation. Employee engagement, performance and productivity have dipped. How to help employees thrive in the midst of such a crisis?
 

Not everyone can enjoy remote working. It can lead to isolation and loneliness, especially for those extroverts. A recent survey by HBR has found that two-thirds of remote workers are not engaged and only 5% see themselves working at their company long-term. While these numbers reflect full-time remote employees, they give us insights into the importance of creating the positive working environment you typically have in the office while employees are remote. Read Rachel Ernst’s article, Tips For Managing Performance During The Coronavirus Crisis, to know how to build a solid foundation to align on key priorities, stay connected, and build healthy behaviors during this time.

In these unprecedented times, when most businesses are immobilized, business leaders face the challenge of becoming disconnected from customers, suppliers and employees sequestered in their homes. Market opportunities have frozen. To survive, leaders must change their way of thinking. Instead of finding opportunities in what were formally viable business channels, they must investigate new, unchartered territory. Their employees can help. Julia Ivy’s article, Mobilizing Edgy Expertise In Times Of Market Disruption, discusses the step-by-step process of doing it right.

Workplace stability has given way to a wide variety of options about where we work, when we work, how we work, and with whom we work. In the next decade, we’ll continue to see technology fueling the power to be selective about our work lives. Read Marcus Mossberger’s article, The 2030 Workplace, for more insights.

On January 31, 2020, the U.K. officially cut ties with the European Union, but didn’t clarify how U.K. citizens, immigrants and visitors are to move about the new international barrier. The world was given a hint on February 19, when the U.K. government issued a statement on its forthcoming revised immigration policy. Within what some are calling the ‘ambiguous’ brief, one change is clear: the end of freedom of movement. Read Jurga McClusky and Ian Robinson’s article, Brexit: What Talent Managers Must Know Now, for answers to the frequently asked questions that will help global talent managers navigate these new waters with confidence. 

Apart from these articles, we also have a few other informative articles in this edition that focuses on various aspects of talent management. We hope you enjoy reading all articles and look forward to receiving your feedback.

Stay Safe!
 

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