Today we don't know how the lock down will be lifted; no doubt in stages and keeping social distancing for some time to come. Plus possibly moving to another lock down at a later stage...who knows? Therefore sensible HR professionals will be working with their senior teams in scenario planning in order to be ready for most eventualities.
However we should also be taking time to think about creating a "new normal" after this is over. Do we definitely want to go back to the way we were at work or do we want to take this opportunity to redefine working practices? (One client is planning to downsize office space, introduce hot desking, and only have employees in the office on a rota type basis.)
Join us for a scenario planning discussion to share ideas on what we COULD do in the near and far future. Cake and HR members will have the chance to discuss on the 29th April but we will have a bigger Zoom session on the 1st May 11-12.30. This will be advertised on EventBrite and open to only 30 HR Managers. Watch out for the invitation.
Not only should we plan scenarios but also dust off the change management practices and theories that we know and love (?). The picture below shows a comparison of Lewis's unfreezing / freezing model and Kotter's 8 stages.
Lewin talks about unfreezing when in fact this has been forced on us; no need to get employees to see the need for change. It's happened. So in reality we are in the moving stage of change; a chance to try out homeworking ( which was always a step too far for some senior managers but now they find it's actually ok) and use the tech to our advantage.
We are now in the moving (change) stage so it is now the time to plan the rest of this stage with the added benefit of planning how to refreeze the "new normal".
We believe that plans need to be developed in two or three phases:
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