According to Prosci, "Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes." And, most importantly, organizations do not change—people do.
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There's no doubt that things have shifted dramatically as a result of the COVID-19 pandemic. Now, leaders are asking themselves hard questions.
The Past Is Present?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3MC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxOTk0NTM2Mn0.8eNAgfs4FtndPFFFaes3M76_uRj3und7ZN7ncAav2yE/img.jpg?width=980" id="e00d0" class="rm-shortcode" data-rm-shortcode-id="92ff4962f36321057286486073304bc6" data-rm-shortcode-name="rebelmouse-image" alt="Leadership team mapping out their post-COVID-19 company culture strategy" /><p>The 2008 financial crisis forced leaders to rethink operations, supply chain, vendor management, employee engagement, ethics, and integrity. Layoffs were widespread and money vanished, while the real estate market collapsed amidst big bank failures fueled by consumers inability to pay excessive mortgages. </p><p>It's now 2020: The pandemic health crisis is new, yet the economic dynamics seem eerily familiar. With the exception of "essential workers" in the food (grocer), safety, and health sectors, business has shut down. Supply chain vendors, grocers, and healthcare systems struggle to keep pace with consumer need/demand as we experience roller-coaster infection rates, re-openings, and new shut-downs. How to survive this is anyone's guess as every day brings on new cases and more questions.</p><p>According to a Fortune 500 CEO survey, 97.2 % of CEO's said keeping employees safe and productively employed is their #1 concern. (1)</p><p>A company's strong employee culture and the ability to pivot quickly with evolving dynamics are key to thriving Post-COVID.<br></p>
“Return” to Workspace (RTWS) — Can We? Should We? How Do We?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3My9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY1MTAxMzIxOH0.QqTM8ON8vRtPcTmQGNWozBL4x7dUcY1ZVjt5UeGak_o/img.jpg?width=980" id="734be" class="rm-shortcode" data-rm-shortcode-id="14123f401b0f12109da56447df6dbb30" data-rm-shortcode-name="rebelmouse-image" alt="Executive discussing how to navigate the new normal with his employees" /><p>A company's culture must absolutely drive this question. Grant Reid, MARS CEO, said, "Part of my job is to import stress and export serenity...how do you bring them back safely into a work environment, keep the social distance and allow them to be successful and safe? Your associates are looking for stability, some hope, some compassion, some trust." (2)</p><p><span></span>The physical aspect of return is critical. "Companies are re-evaluating physical layouts specific to each employee. They are looking at common areas; multi-tenant commercial spaces...and rearranging reception common areas." (2)</p><p>Workstations need more distance and hallways need to become one-way venues. Employers must also evaluate testing protocols for employees, frequency of testing, and qualified caregivers conducting those tests. GoHealth Urgent Care is providing clinical back-up when employer resources are unavailable. (3)</p><p>Occupational Safety and Health Administration (OSHA) has created guidance on engineering and administrative controls for preparing the workplace for re-entry. (4) And, the EEOC has issued updated guidance on how employers can avoid violating the ADA and other employment laws in addressing the virus. (5)</p><p>Significant concerns arise for Workers Compensation insurance. Historically, community-spread illnesses (e.g. cold or flu) have been excluded. Six states recently passed "presumptive" legislation, and 14 total have expanded regulations to include COVID-19 as a workplace illness. To complicate matters, other injuries in the workplace may go unreported, or claims closures extended since non-urgent treatment is delayed in most jurisdictions. (6)<br></p>
Regulatory Climate: “Innovating Change, Governance & Compliance”<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3Ny9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzNzg5NDY4NX0.ebVYy8aVjI5Dv0Pwh0nMBXWL9ZGMQkbe0NY2mcdFJCg/img.jpg?width=980" id="7ad09" class="rm-shortcode" data-rm-shortcode-id="3b6b5706dcf087ecee2cc4a9c2b7d922" data-rm-shortcode-name="rebelmouse-image" alt="Leader looking over company plans for compliance and governance post-COVID-19" /><p>One of the many challenges from this pandemic has been dealing with an ever-changing regulatory climate. With Workers Compensation rule changes, amendments to health benefits, the need for Childcare/Adult care, and the implementation of the Families First Coronavirus Response Act (FFCRA), companies have struggled to make difficult decisions to care for their employees.</p><p><span></span>This is the time to look for innovative ways to step up employee benefits such as adding paid sick leave, amending sick policies to ensure employees are paid even if the business is closed, and unlimited paid sick leave even for workers not previously covered, such as hourly workers. Adding child care reimbursement, and increased emergency child care and eldercare benefits can help your employees deal with the pressures of working from home.All group health plans will need to adopt changes to ensure that their plans comply with changes made by the FFCRA and the CARES Act and provide sufficient benefits to combat COVID-19. (7) Under the acts, group health plans will have to do the following: </p><p><span></span>- Cover the full cost without cost-sharing (i.e., deductibles, copayments, or coinsurance) of testing for COVID-19. This requirement extends to tests provided by both in-network and out-of-network providers and is mandated for the duration of the public health emergency. Both swab tests that collect a specimen from an individual's upper respiratory tract to diagnose a case of COVID-19 and approved blood tests that look for antibodies to the coronavirus must be covered</p><p><span></span>- Once developed, group health plans will also be required to provide coverage without any cost-sharing for coronavirus vaccines.</p><p><span></span>To lessen the anxiety of your employees, consider adding or extending mental health benefits that are personalized and confidential, and offer telehealth services.</p>
Employee Wellness and Benefits: “Are You Walking the Talk?”<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3OS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwMzk5NDg4M30.vgEGpxTvGh_GcVqiVwkUXQD40ExhXpTBQjqGUPeZYIw/img.jpg?width=980" id="e854b" class="rm-shortcode" data-rm-shortcode-id="378a18e55406e6b5707cb62c2bd12b12" data-rm-shortcode-name="rebelmouse-image" alt="Leaders discussing how they can implement new company culture changes amid COVID-19" /><p>According to J.S. Nelson, Villanova University Charles Widger School of Law professor, "The working landscape has changed, perhaps forever. How employees and management move forward from this experience will shape the workplace for decades to come. These challenges include" : </p><p>1. Recognizing individual circumstances</p><p>2. Reacting with empathy when feeling out of control</p><p>3. Maintaining transparency when feeling out of control</p><p>4. Not taking advantage of the situation to push other agendas</p><p>5. Remembering the power of healthcare and benefit coverage while not abusing them (8)</p><p>Understanding where your organization stands on these ethical challenges is a good foundation for the decisions you need to make for the future. Questions you then need to ask are:<br></p><p>- Are your mission, values, and culture still relevant today and in the near, very different future? Do you have a process in place to continually assess this?</p><p>- Is your culture helping or hindering your companies' performance?</p><p>- Are your employees weathering this "storm"? What do they need less of or more of to be happier and more productive? Can you even answer this question? Do you know how they feel?</p><p>- Are you looking for opportunities for hyper-personalization for your employees and customers? For example, do you give employees whose mental health issues worsened by working from home alone, priority when coming back to the office?</p><p>- How your employees view your stand on diversity, inclusion, equity, and belonging have always been important, but with the ultra focus in the past few weeks, how would you rate your organization? Have you made this a priority?</p>
You see the message you were dreading. Your work was found deficient. No one wants to have their work critiqued or have its flaws pointed out. And most definitely, not in public. Yet it happens for some professionals. While it never feels good when things go wrong, taking a step back, evaluating what happened, and thinking about how to prevent a recurrence can go a long way towards building resilience, strength and future success.
Build It Into Your DNA<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0NTA3OS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxMzM3NjcxOX0.fUCMlpIONbAV01IT0ld9K-JAaq0aLjfoKtz0K0usVvM/img.jpg?width=980" id="7136b" class="rm-shortcode" data-rm-shortcode-id="d641566f8f2b57430d9849b2af714f5a" data-rm-shortcode-name="rebelmouse-image" alt="Team discusses implementing root cause analysis procedures" /><p>Many firms now include some form of root cause analysis as a routine part of remediating known deficiencies. Its real value, however, comes from incorporating it as part of your ongoing processes and systems of quality management throughout your organization. Including all staff levels in the process helps build commitment and reinforces a culture of continuous improvement.</p>
Look At What Went Well<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0NTA4MC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxOTY5NjQ5MX0.txwK4RMG8amFOfNWIOmuMFkt6nWoDvn_zJEpUQJfUeY/img.jpg?width=980" id="fcd86" class="rm-shortcode" data-rm-shortcode-id="fbbd33881768dec6760d6e2590f319fc" data-rm-shortcode-name="rebelmouse-image" alt="Leader talks about implementing root cause analysis procedures" /><p>By looking at what went right, you can also begin to see the causes, actions, and behaviors that led to high-quality work. Harnessing this information can help unearth solutions you might have not otherwise considered addressing when things went awry. Doing more of what works helps capitalize on your strengths.</p>
Create A Learning Environment<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0NTA4MS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzMTMzNDE0OH0.QkZigmZvRL8iF-D1LNhx3kfuFIqb9ZOQ5EsyHk7h2Bk/img.jpg?width=980" id="5272c" class="rm-shortcode" data-rm-shortcode-id="734de0859c2083da92914bbf1fe379c8" data-rm-shortcode-name="rebelmouse-image" alt="Employees implement root cause analysis procedures" /><p>Create a safe learning environment to encourage professionals to dig deep to identify and analyze the potential causes of problems. Consider having objective or independent professionals participate to encourage an open and judgment-free zone. Incorporating behavioral experts can also help professionals consider whether their own thoughts and feelings are influencing their actions—some of which may not be at all related to technical competence.</p>
Ground Your Analysis In Evidence<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0NTA4Mi9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzOTYyNDk0OH0.JdvuebXS4Qaf44qPICG_imSz4u8KBSrrV3IFoi1h0Fw/img.jpg?width=980" id="97d26" class="rm-shortcode" data-rm-shortcode-id="2372bad98f759e3c550dc392458e539d" data-rm-shortcode-name="rebelmouse-image" alt="Team looks at evidence for root cause analysis procedures" /><p>Analysis of what went right or wrong should be grounded in data or specific evidence. Data will help focus and structure your analysis. And at times, it may help identify some surprising underlying causes unrelated to the technical skills necessary to tackle a difficult audit or accounting issues. You may find, for example, that the root causes relate to what may seem to be some basic skills—such as project management.</p><p>Data around the workflow of an audit—from planning to execution to completion—can reveal interesting information about actual versus perceived project management execution. Often audit quality issues are initially addressed with more training assuming that the auditors lacked a particular skill. But when some auditors get it right and others get it wrong, that may not be the answer. Regulators report that <a href="https://www.workitdaily.com/project-management" target="_blank">project management</a> skills are often a key root cause of audit deficiencies (4). The UK audit regulator recently reported that "Root Cause Analysis ("RCA") performed by the firms consistently identifies poor project management and late performance of work as an underlying factor for audit quality issues" (5). </p>
As a seasoned professional, being labeled as "overqualified" is frustrating. You have the experience, so why don't employers value it?
1. It Takes More Than Experience To Get A Job<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQxMjYxNy9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwMDU5MTAzMH0.OfaMMKBGfHBxi2STSttkC2Ol23AlTk0p1AiUXWbNvoQ/img.jpg?width=980" id="64cbb" class="rm-shortcode" data-rm-shortcode-id="6827fd81293b3350793b36ff9f7d20cf" data-rm-shortcode-name="rebelmouse-image" alt="Seasoned professional works on developing new skills" /><p>Sure, you can have all of the EXPERIENCE in the world for a job, but when you're not actively keeping your SKILLS up to date, that's where you run into problems.</p><p>It's a fast-paced world, and if you want to find a job, you need to keep up. Figure out where you need to upskill in your industry and start advancing your skills. You should also look to <a href="https://www.workitdaily.com/develop-your-skills-at-work" target="_blank">develop new skills</a> so you can <a href="https://www.workitdaily.com/how-to-stay-relevant-at-work" target="_blank">stay relevant at work</a>.</p><p> Think about the technologies you'd need to use, tasks you'd need to complete, and projects you'd need to finish. Where would you struggle? Start there.</p>
2. Nobody Wants To Overpay For Services—Especially Employers<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQxMjYwMi9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY1MTAyNDkzMX0.I1uYhxIQoRKoB4pjpQMgpzIENoeSNajER_YhXWJ3NFg/img.jpg?width=980" id="a5517" class="rm-shortcode" data-rm-shortcode-id="07888d79dbf133f37625c707ab595784" data-rm-shortcode-name="rebelmouse-image" alt="Interviewer looks at overqualified job candidate" /><p>Unfortunately, the hard truth is that you might not make the salary you had at your last job. Employers are finding job candidates with the skills they need for less money. Paying more for someone who can do the same thing isn't exactly something all employers get excited about.</p><p>You need to understand what salaries are competitive for that role in that specific industry, then find ways to market yourself more effectively. You are a business-of-one. As an employee, you provide a service to an employer. So, in your <a href="https://www.workitdaily.com/preparing-for-job-interview-factors" target="_blank">job interview</a>, you have to prove to the employer the services you can provide for the company will either save or make them money.</p><p>Employers need to justify paying you what you're asking for, so figure out what you can bring to the table that other candidates can't.</p>
3. It's Not Your Age That's Holding You Back. It's Your Strategy.<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQxMjYyNi9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY1NzkwMjEwM30.fZRpWi-PrtaFN6bpjTknE6LNEZd_dzmttobKCCSlioA/img.jpg?width=980" id="72ac0" class="rm-shortcode" data-rm-shortcode-id="153d392e3251db1904b26775d35af809" data-rm-shortcode-name="rebelmouse-image" alt="Seasoned professional shakes the interviewer's hand before a job interview" /><p>You can't change your age, but you can change how you approach your job search. Like we mentioned above, the job search has changed drastically over the last 10 or 20 years. If you want to stand out to employers and get interviews, you need to ditch those old job search strategies in favor of new ones.</p><p>What used to work for you likely won't work for you now. Today, you need to get your <a href="https://www.workitdaily.com/get-resume-past-ats" target="_blank">resume past the ATS</a>, write <a href="https://www.workitdaily.com/writing-disruptive-cover-letter" target="_blank">disruptive cover letters</a>, and build your professional network. It's about working on your career every day, because if you want to win, you've got to "work it daily."</p>
Back in March, every marketer was scrambling to adapt their strategy to the evolving COVID-19 situation. Campaigns were scrapped, events were canceled, and budgets were slashed. Marketing teams across industries had to make decisions fast to get information out to their customers quickly, while still trying to hit their goals.