If I may be so bold as to use the title of a recent Oscar winning film. Over the last three years the pandemic (COVID-19) has been, “Everything, Everywhere, All at Once!” In the same period, the HR profession has had to “improvise, adapt, and overcome” many difficult challenges. The workplace landscape has evolved and changed irreversibly for many employees. Several new concepts have emerged and become embedded. These include totally remote working, hybrid, working in bubble groups, mandatory vaccinations, medically enforced isolation and the compulsory use of personal protective equipment (PPE). Due to a shortage of required products, we have witnessed industries successfully pivoting to respond to the pandemic. Breweries , as an example, switching to producing alcohol for liquid sanitizer products. This also highlighted the critical requirement to manufacture some of our own PPE in Canada and be less reliant on imports. We have seen whole sectors saved by the Government of Canada’s COVID-19: Financial support for people, businesses, and organizations (Lay-offs). The HR world has had to pivot too and try to anticipate developments at the same time. It is in the profession’s DNA to surmount obstacles irrespective of their size, but the pandemic has definitely been a long haul. This period has also seen several businesses grow. The unprecedented explosion in digital conference platforms (Zoom, Microsoft Teams, Google Meet, etc.). The soaring rise of digital home-based entertainment options (Netflix, Disney, Amazon Prime, Roku, etc.) has also been equally breathtaking. All these elements are interconnected and have affected the HR profession.

The affects have also been personal. The pandemic has clearly shown that working in isolation for long periods of time can have a negative impact on mental health. HR has reviewed EAP/benefits packages and devised other strategies to support employees in more comprehensive ways. Not all options required a hefty financial commitment to be effective, for example, simply calling and speaking with colleagues periodically helps reduce the perception of feeling isolated. At the same time, employees have had time to reset and are more focused on their own priorities. In particular, the redefining of their own work-life balance. The wish to engage in more outdoor activities and connect with the natural environment have also had an obvious impact. The “Great Resignation” and the abundant job vacancies are tangible examples of this paradigm shift in employee thinking. HR professionals with support from HR associations must continue to navigate this constantly evolving working landscape. We now ask ourselves, rather hesitantly, what is the next great challenge in store for professionals dealing with People and Culture?

For more details:

SHRM website

https://www.shrm.org/hr-today/news/hr-magazine/fall2021/pages/pandemic-expands-role-of-hr.aspx