Step one

Avoid looking at your situation as a problem and view it as a challenge. This more positive connotation affects your perception positively and has a motivational impact.

Step two

Do not allow yourself to become overwhelmed by looking at the challenge holistically. At the starting line solutions can appear unattainable and immobilising panic may set in.

Step three

Divide the challenge into more manageable bite size goals. This alleviates the paralysis experienced when we feel overwhelmed.

Step four

If necessary sub-divide these main goals into sub-goals if unforeseen obstacles present themselves. Moving towards a solution, no matter how small the steps, is progress and allows us to regain a sense of control. Afterall, the alternative is to “sit still” and achieve nothing.

Step five

Set yourself realistic time scales to achieve each goal. This accountability helps maintain momentum in the pursuit of finding solutions.

Step six

Regularly review and evaluate your progress in achieving your goals. Acknowledge and celebrate any successes, in order to boost your morale and sustain the stamina to press on towards reaching solutions.

Step seven

The result is achieved as solutions gradually emerge. We often are surprised to find that our challenge in the end was not as unattainable as we had initially thought.

Employees are less inclined to blindly follow a top-down management structure: they have much higher expectations of those who lead their workplace organisations. To retain and nurture the best talent for your business and guarantee its future sustainability, demonstrating a quality leadership skill set that reflects these enhanced expectations is non-negotiable. It is time for every modern business to adopt a critical appraisal of their existing leadership styles and sacrifice or re-align those practices that no longer drive motivation, innovation, loyalty, and economic recovery. While leadership styles will differ, the more essential hallmarks of effective leadership are always the same.

This generation of employees need coached, not just instructed

In much of the developed world there is a culture of instant gratification and quick returns. This can be reflected too in the workplace where investment in employees’ development takes a back seat to short-term profit. Leaders should take time to mentor their staff, affording them the opportunity to contribute to team decision-making and manage projects, where appropriate, with senior supervision and supportive coaching. Coaching is most effective when carried out in real time as everyday happenings of business life unfold. Giving regular daily feedback and direction to staff on the field of play is much more effective than a bi-annual staff appraisal session. Regularly demonstrating good practice at the point of action, acknowledging a job well done or constructively correcting aspects less well done provides a more relevant, meaningful learning experience than any staff training organised event. Direct personal investment in our workforce is imperative in these challenging times. Perhaps the greatest legacy a successful leader can leave behind is that he mentored even greater leaders. Such an approach drives employees’ career purpose, fosters increased job satisfaction, motivation and loyalty to the business as well as producing future leaders who will help boost our economic recovery.

Set an example-Be authentic

Authenticity should be the backbone of any leader. It is an easily discernible trait in the workplace. Employees do not trust a leader whose intentions and motives are being constantly second guessed. Be transparent about the why behind business initiatives that impact on staff. This will elicit a much better response even when the outcomes prove challenging. As a leader, it is not possible or even necessary to have all the answers or expertise. Appropriately bowing to an employee’s acumen in an area of expertise demonstrates respect and trust in an employee’s ability and highlights a humility that earns a leader greater respect. Being a leader who is also willing to acknowledge past mistakes and lessons learned, fosters a more honest, supportive work ethos and culture. Taking a genuine interest in staff and listening without making assumptions, lets staff know that they are valued and promotes loyalty and goodwill. Loyalty and goodwill is essential as the business adapts to the current economic climate.

Role model consistency

Cross-functional, more diverse teams and flatter organisational structures characterise many more innovative, modern businesses. Being at the helm of such organisations poses challenges for any leader. It takes great emotional courage and backbone to ensure that consistent standards and values are upheld without favouritism or exception throughout the organisation regardless of the employee’s position or even the revenue they generate. Any organisational values or standards that are let slide will gradually undermine and erode staff trust and morale. It is best to confront any inappropriate staff behaviour at the earliest possible opportunity to safeguard the safety and welfare of all employees and business stakeholders. Doing this with discretion requires a leader of higher emotional intelligence and moral fortitude. Such a leader gains credibility and trust and inspires our future leaders to emulate such standards of excellence.

While you may have to approach your job search in a very different way than in pre-pandemic times, it is important to remain resilient, focused and productive with regard to your career development in these challenging times; using this work hiatus as an opportunity for some professional self- reflection. Afterall, the best fruits are often borne out of challenge and adversity.

Broaden the net to include a wider selection of possible jobs

It may well be that your ideal career opportunity is not possible in these shifting times but that does not mean that you can’t sharpen up experience and skillsets through other, even temporary, roles outside your main industry. As well as contributing financially, such initiative will speak to future employers of your versatility, adaptability and flexibility; all attractive attributes in the long game for any applicant. Team building, leadership, good communication, customer care, innovation and creativity are just a few of the transferable skills that can be practised across a host of different employment placements regardless of their status. Stay in touch with recruitment agencies as you job hunt and above all stay positive because this recruitment downturn is not permanent.

Boost your skillset

Re-evaluating your skills-set will allow you to focus on those competences that require more input. It’s important to focus on what you can control now. Having an honest look at yourself, through the eyes of those with whom you have worked or through online personality tests can lead to you bolstering those gaps in either your formal qualifications or hard skills set or perhaps your softer listening skills. These can be as diverse as improving communication skills to organisational skills. While you wait, there are many certified, online courses that you can take which will help position you better when recovery comes. Employers will also respect you for transforming challenges into opportunities for personal development. Recruitment agencies can advise on skillsets for niche industries.

Clarify your future aspirations in line with industry trends

Reflect on your career. Invest time in researching companies that interest you. Consider the threats and opportunities that the company faces and the responses that they have made to the challenges faced. Become familiar with their social media platforms and posted blogs so that you are better informed about their priorities, values, ethics and culture. Share and comment on any articles or research papers produced by the company or, if possible, join discussion groups. Explore the profiles and aspirations of existing team members and assess how you might fit in with and contribute to the goals and vision of such a team. Understand the company’s target market and become familiar with their successes. Doing the groundwork and demonstrating an in-depth understanding of a business at a future interview will show passion and speak volumes to your potential employer.

Update and upgrade your resume that best showcases you in six seconds

Your resume is the measuring rod used to decide if you are the most suitable candidate for the job. Multiple versions of your resume are required to match different roles. Tailor your skills to line up with the key terms in each job description. The more frequent use of the key words in the job description, the more you are likely to be shortlisted. Resumes require the most up-to-date, relevant employment history and qualifications and should be limited to two- pages. Information should be itemised through concise, carefully scripted, grammatically correct bullet points. What characterises a good resume are itemised examples of how you have added value to a previous employer’s business with examples of passionate contributions.

Events in our business and personal lives have been painfully disrupted by this pandemic, unsettling us with its many multi-layered irritants. Could this crisis afford us the opportunity to re-set the clock and to re-evaluate all our business practices so that massive challenges in fact convert into meaningful change?

Prepare now for recovery; sooner or later it will come

This may be the time to get busy considering future growth pathways. Do the homework now. Keeping abreast of changing spending patterns, attitudes and values of the business’ target group may lead to future growth opportunities. Diversification of products, services or market segments should be explored to ensure that the business is less reliant on one sector or product and so more robust in the face of future challenges. Whilst unsettling and stretching, this may be the key factor which dictates how the business rebounds once recovery happens.

Further developing the business’ digital competencies

The Pandemic has forced many more reluctant businesses to embrace remote working; thereby accelerating their journey to become more digital. Harness this momentum and build on this foundation. Your business’ digital capabilities will enhance its ability to compete in an increasingly “in the cloud” business environment. Digital strategies can be nurtured to tap into new marketplace opportunities with potential reach to new customer segments as well as adding efficiency to your organisation.

Be ruthless with business strategies/ processes which are not adding value to your customer base

This may be an ideal time to re-configure out-dated precedents. Being a slave to a process that no longer serves your business interests or adds value to your customer experiences sounds a death knell to your business. An unsentimental, non-biased mindset is imperative to re-evaluate your priorities and systems against meaningful, measurable outcomes. If the why leads you to the conclusion that a process is not augmenting business performance, then urgent revision is required.

Empowering People

A flexible, resilient, diverse workforce is the hallmark of business success in testing times. Out of the office dynamics and politics many employees, working remotely without direct supervision, have surprised business managers with their productivity, innovation and resourcefulness. New talent has been unearthed as many, in lower ranks of the hierarchical structure, have found solutions to pressing, immediate problems. Perhaps now is the time to consider whether a flatter business structure may better serve the business’ needs or whether better use of cross-functional, multi-skilled teams may be embraced, to better realise the business’ vision and goals long-term.

A business must maintain a healthy ”eco-system”

Like a fragile eco-system, the success of a business requires the smooth running of all its constituent parts. This can be measured by the extent to which the business can be sustained under pressure. Businesses depend on many stakeholders for its health; its suppliers, vendors, customers, employees and investors to name a few. Its vital to take stock of how these fit together holistically and whether there are any kinks in the system. A flaw in the business eco-system, as in nature ,can have catastrophic consequences. Making that assessment now will allow any necessary changes to put in place so that the business can hit the ground running when recovery comes.

The stigma of mental health is slowly being removed and it is becoming more normalised as a topic of discussion. We spend most of our time in our jobs so it’s vital to work in a healthy environment. Mental health can have a damaging impact on a business; employees are expected to work efficiently and to do so it’s important for them to feel fulfilled in their role, to feel valued and supported. It’s not just an employer’s ethical responsibility to prioritise mental health; a business will also reap many benefits, such as staff retention and attracting top talent.

So how do we create a workplace that supports mental health?

Put in place communication channels

Make help readily available. Assign fellow work buddies to employees to look out for each other. This will provide a support system to allow employees to have a point of contact; someone to go to for the small issues they may be facing, through to the bigger and potentially more significant personal issues. Organise regular check- ins with employees; giving space and time for someone to “open up” and talk if they are needing help or support. Create a strong HR team, trained in dealing with mental health issues and make sure employees know who they are, for those times when they find themselves confronted with an issue or problem.

Offer training to all managers

Train people to notice and respond proactively and quickly. Training managers to notice when an employee is having an issue affecting their mental well-being or dealing with a challenging personal situation is extremely helpful. This can help resolve potential misunderstandings that may occur, such as an employee falling behind on work due to personal issues affecting performance. Training these managers to know how to effectively respond could prove vitally important, especially for an employee who is more reticent about discussing their personal concerns.

Encourage work life balance

Put a strong focus on work life balance. Employers should, where possible, offer flexible work options to facilitate this and respect work life boundaries. This helps an employee feel that they matter to the business; that their personal lives are valued by the company. This, in turn, facilitates employees finding hobbies and enjoyment in their life outside the confines of work. Hobbies such as yoga, the gym or reading clubs are activities that have been proven to benefit employees’ overall health and mental wellbeing.

Monitor employee engagement

Monitor employee engagement to pick up on any significant changes in an employee’s behavioural patterns. A drop in an employee’s productivity or after work social participation, may highlight that there are some issues going on in that person’s life or may suggest that he/she is not feeling supported at work. Monitoring engagement can help a business know when and how to better assist or intervene if necessary.

Help reduce the stigma of mental health

Hold special mental health days. Educate employees about mental health and how to look after their mental well-being. Normalise feelings we all experience to remove stigma. Pay close attention to language used in the workplace; encouraging a culture where labelling and judgment is not tolerated, and mutual respect is fostered. Encourage open and honest conversations amongst employees, within agreed, safe and confidential boundaries.

It is important to give succinct answers tailored specifically to the requirements of the job advertised. A prospective employer will always want a candidate to give an account of themselves. What is advisable is to give a condensed, to the point resume of your key, most recent qualifications, strengths and relevant up to date skills attained, always keeping in mind the job advertised. Show how these skills would meet the exact itemised specifics of the job description.

Review your past experiences at work

Find evidence of desirable skills such as problem solving, self-composure, ability to be an effective team member or ability to multi-task. Employers want a candidate to draw on real life work examples to demonstrate such abilities or attributes. Share examples of setbacks at work which you overcame. Highlight achievements in your past jobs. Be specific about how you added value to the business or maintained composure faced with challenging circumstances or customers.

Show a desire for self-development

To assess a candidate’s self-awareness, employers often ask about weaknesses. This is the perfect opportunity to show a desire for self-development and personal growth. Perhaps there are personal obstacles you have overcome in the past and appropriate challenges you are working towards overcoming now. For example, some candidates may be too hard on themselves and are learning that even mistakes can be a great learning curve.

Demonstrate you are motivated through future goals

This is a chance for you to demonstrate that you are focused and motivated with a sense of purpose. It is best to outline realistic short-term goals as well as longer term vision. Acknowledging how the job applied for could help achieve those goals will establish that the job is more than just a short stop gap until the applicant finds something else.

The hobbies question!

What an applicant does in his/her spare time can speak volumes about his/her values and can be used to further demonstrate traits that are transferable to the workplace. Sporting examples highlight commitment, stamina and being a team player. Creative hobbies can show an innovative, thinking outside the box side to an applicant. Learning a language may show agility.

It is key to show knowledge of the business

Research the business thoroughly- awards achieved, projects completed or underway, mission statements, history, values, testimonials, culture. An applicant who does this shows that he/she is very interested and well versed about the job. It demonstrates that they have intelligently evaluated the business before applying and so have applied from an informed position as a good fit.

Further questions

Ask meaningful questions that are not ascertainable from a quick google search. It could be a futuristic question about the challenges faced by the business or training programmes. Being informed about the industry in which the business operates can lead to more intelligent questions.

With no physical office, it can be more challenging for businesses to create a wholesome start for new recruits from a distance. However, with first impressions being key, it’s vital for businesses to endeavour to simulate virtually the employee’s traditional first day experience and early weeks insofar as possible. It’s also important to make them feel at ease with the concept of working remotely with which they may not be familiar. Setting an empathetic, supportive and positive tone will foster a better sense of belonging, ultimately foster loyalty to the company and positively affect a better adjustment outcome.

Planning is key

It is crucial that the virtual onboarding is carefully planned to every detail to ensure that the onboarding process is as seamless as possible. Planning highlights the value the business places on its employees which will ultimately result in better employee retention. It’s important to provide the new start with the right tools and resources for remote working, including tested IT hardware and a system for fresh recruits to use from their homes. A PDF welcome pack could be digitally sent out in advance of any starting date itemising the protocols and policies unique to your business, effectively communicating the norms, expectations and structure of the organisation. Virtual induction days should be carefully itemised so that the new start knows exactly what to prepare and what to expect in advance.

The challenge of getting to know what it’s like to work in the business

With physical human interactions not happening, it can be difficult for a new start to capture the ambiance and ethos of the business. The culture of the business is woven through everything that happens throughout the business and is part of the fabric of its parts; experienced in the office environment as workers interact with each other and with clients. It is more important therefore to promote the culture, goals and mission of the organisation and to better enable new recruits to feel engaged and inspired and to see how they can fit in with and contribute effectively to this culture and mission.

Meeting with work colleagues

Remote onboarding reduces the opportunities for new starts to spontaneously and informally get to know their fellow workers and to build trusting relationships. The invisibility of team members can be detrimental during this early transition since it is a sense of belonging that make employees want to stay. It’s important to visually connect new employees with existing employees to foster a deeper connectedness and limit their potential to feel isolated. Collaborative technology and digital tools should be used to maximise inter-personal engagement. Introductions should be made gradually, first to the team and then to the whole organisation over time. Team and cross functional tasks could foster further integration and deeper understanding of the business. Regular calls should be made to touch base. A virtual work buddy of similar rank could be assigned to answer and assist with all the questions, knowledge gaps and settling in issues in the early weeks. Be sure to also use collaborative technology and tools to maximise important social engagements.

Monitoring and evaluating the process to iron out any irregularities

It is more important than ever to monitor the virtual on boarding experience. New employees can provide meaningful feedback to further enhance the onboarding experience for other future starts.

Without a vaccine office spaces will need to make changes to prevent the spread of the COVID-19 virus. Organisations will have to manage this in a different way, according to the unique and somewhat complex challenges faced by each business. For all employers it is vital that sensible strategies and protocols, in line with Government guidelines, are put in place to ensure the safety of staff, clients/customers and the Public. So, what changes should we expect to see?

Landlords And Businesses Will Need To Reassess Office Layouts And Design

The function of the office is being re-evaluated, it may be used more as a place to congregate for important meetings and socialising rather than a permanent place to work. The physical office is still viewed as an important space to bridge the gap in virtual communication. To enable flexible working, protocols should be kept under constant review as government direction unfolds. Office layouts should be re-designed to facilitate these protocols. It’s vital that each organisation carry out a thorough, in-depth risk assessment and review all work practices that pose a potential risk to spreading the COVID-19 virus. The logistics of adhering to the Government guidelines will need to be carefully planned. Social distancing will mean the employee interaction will need to be considered and safe facilities to offer that necessary social connection will need to be provided. Meeting rooms will need to be rethought with the focus on modern video conferencing software to enable virtual meetings and foster connections within the business and with clients. You may see other design changes to the office space such as desks designed with barriers to encourage social distancing. Kitchens and breakout spaces will need to be rethought with heavier restrictions on usage and hygiene. Temperature readings and daily symptom checks will be incorporated into the office routine as the new norm.

Flexible Working Will Be The New Norm

The pandemic has acted as a catalyst for remote working for millions world-wide, challenging traditional workplace structures. More advanced future technology will continue to bring us even more virtually together, making the remote, flexible, working revolution more of a sustainable option for businesses. A decision may be made, at least for now, for some to remain at home to work. As business leaders you may need to review the working practices of a now more long-term distributed workforce. Training and direction may need to be planned to care for the ongoing welfare of those not in the office. They will be entitled to the same legal and emotional protection as those who are in, in terms of ensuring safe work- life boundaries and addressing the practical, and psychological aspects of working from home. This continued mode of work should not leave them feeling left behind or unproductive.

How Operations Will Be Carried Out Will Change

It’s possible to turn the challenges posed by the COVID -19 into meaningful change! This may be a chance to revaluate the way your business is operated. There may be more cost-effective, efficient ways to run the business. It is important to analyse important, emerging data on evolving consumer trends and habits which could help you re-align your business and find new growth patterns; perhaps capturing new marketplace opportunities and digital customer segments in these new uncertain, global market conditions. This may provide a roadmap that prepares the business more fully for any future, inevitable challenges.

In the past decade there has been a definite shift in societal values towards more socially responsible business practices. There is an increasing expectation from customers, employees and the public, that companies must champion diversity within the workplace and genuinely reflect this in all aspects of their trading life. Australia is a famously diverse country but in more recent years Australian workers are voicing an increased desire to see diversity reflected in work practices. Examining some of the positives of achieving diversity in the workplace, strongly suggests that it may not just be an ethical issue but also makes good business sense, creating limitless benefits.

Diversity fosters more creative solutions

Diversity includes individuals from all different backgrounds; embracing differences which are both visible and invisible, inherent or acquired. It encompasses not just gender, ethnicity or religion but also includes age, sexual orientation, educational achievement levels, values, experiences, technical skills, linguistic background, learning styles and disability. Evidence suggests that having an inclusive, diverse workforce enhances employees’ performance. It’s about leveraging those differences to achieve optimum results. Those businesses which celebrate diversity testify that their employees have become more collaborative, innovative and dynamic and that they have been able to optimise this to better understand their client base. Diverse teams can bring to the table a broad spectrum of knowledge, skills, experience and perspectives which can prove an excellent melting pot from which new ideas can emerge, giving businesses that competitive edge in challenging economic times.

Diversity attracts a better pool of talent

Many millennials value diversity over more traditional perks such as financial remuneration. Employees feel more valued in a business which meaningfully fosters and outworks diversity at all levels of the organisation and more objectively evaluates a candidate’s ability to succeed. This allows businesses to attract the most talented and diverse pool of candidates. Evidence further points to the fact that employee retention is often higher in such businesses which reflect the increased diversity of our more global societies.

Diversity puts us in a position to better reach a more diverse customer base

A diverse workforce allows businesses to be more in tune with the peculiar needs of an international client base or a more diverse customer base at home. A diverse team can better reflect the societies or sections of society with which the business trades. The economic impact of Covid 19 has caused some businesses to rethink and diversify the services and or products they market. Reaching a different target group or market may pose new challenges. Such obstacles may be better overcome by a more diverse team, that collectively can provide more informed insights into the dynamics of specific target groups.

Business managers need to know that experienced, reputable recruitment agencies are no strangers to adapting to the changing landscape of recruitment. Recruitment agencies have weathered the storms of economic downturn and recession in the past and are still at the helm, helping businesses navigate their way through these unchartered waters. This article explores some of the reasons that recruitment agencies are still playing a pivotal role, as businesses’ needs adjust, in line with this ever-evolving economic and employment landscape.

Recruiters remain on top of recruiting trends and industry developments

Seasoned recruiters have a formidable host of carefully honed skills which help keep them abreast of rapidly changing hiring needs. More than ever before, recruiters are playing a strategic role in advising business leaders, by staying on top of recruitment trends and industry developments as they enfold. Recruiters have always adopted an adaptable mindset since the recruiting sphere is not static but always evolving. Staying finely tuned into target audiences’ and niche industries’ needs, has always been central to recruitment agencies’ mandate. Hiring trends will continue to change, both in the immediate term and further down the line, as the country recovers, as it always has, from previous recessions or downturn. Recruiters can give valuable insight into a business’ existing workforce and future recruitment needs in these unprecedented, challenging times. Access to and effective data-analysis, can put recruiters in the most strategic position to address businesses’ recruitment needs in line with these latest trends.

Recognising the value of transferable skills

There has been much published on the mental health cost to employees, as a direct result of the employment changes brought about by the Covid -19 virus. This period will be inexorably linked to conversations about unemployment and recession. It’s vital for the wellbeing of this great nation to get people back into work as quickly as possible. Some businesses, hardest hit at this time, have had to lay off exceptionally talented individuals. However, these resilient candidates are ready and willing to take up alternative employment opportunities, if steered in the correct direction by experienced recruiters, who can recognise and tap into the excellent set of transferable skills they have to offer other businesses. Encouraging businesses to think “outside the box” when it comes to considering these multi-skilled candidates, has led to many candidates being suitably matched in more innovative ways. Where businesses do not feel able to commit to longer-term employment contracts, shorter temporary arrangements have been secured by recruitment agencies from an excellent pool of talent.

Providing an excellent candidate experience

The limitations caused by Covid-19 have acted as a catalyst to further centralising some aspects of recruitment, allowing recruitment agencies to speed up the conversion rate from the application stage through to the offering stage, without compromising the candidate experience or finding the most appropriate match for the business client. Operating virtually and managing to conduct seamless job interviews with the use of video calling technology at record speed, has caused recruiters to rethink some of more traditional processes. Expanding the client reach with the greater availability of candidates and adapting interview techniques to optimise the candidate assessment while still incorporating the human elements of empathy and patience, created a consistent streamlined process which provided recruiters with clearer insight into the holistic candidate recruitment experience. This has proved valuable for candidates and businesses alike.