The revaluation of liquid labor. Whatever (needs to be done), whenever and wherever. Liquid work refers to a new way of approaching labor relations that breaks with the patterns of the industrial era, such as hierarchy, fixed schedules, job security, or the exclusive relationship between an employee and their employer. Liquid work is about valuing the digital talent of each professional, regardless of the hiring model or employment relationship they maintain at a given time. It is the value that a specific person contributes through their skills and knowledge.
Flexibility has become a priority, for both companies and employees. And it turns out to be the main benefit generated by the coronavirus pandemic, it implies a profound change in people's habits, quality of life, the conception of work, each person's purpose, which will also decisively impact the way organizations are managed. This not only implies teleworking; it includes schedules, formats, objectives, ways of doing things, among others.
3) The career plan is now a life plan. Companies have to offer developments that are aligned with life goals and family balance. While this was already true in the past, the pandemic has redefined it.
4) Emotional containment from a distance. The shift in work schemes, whether to remote work or objective-based work, has demanded that managers provide support and contributions from a distance. This requires greater empathy, intelligent emotional management, and training. This is because managing people in person is different from doing so through an application. There is a new burnout digital.
5) Train resilience and self-regulation. It is important that employees and companies alike reinvent themselves and train to be more resilient, preparing for greater uncertainty, which is the only certainty. Likewise, they must train their self-regulation to avoid procrastination due to greater independence and, in some cases, less oversight. This training is a benefit that organizations should provide.
Digital training. In digital management and team collaboration tools, in time management, project management, and remote work management.
7) Agility in responding to employee requests. In a world of dizzying and accelerated changes, an organization's collaborators need bosses and managers who communicate openly and quickly, who are precise, and who are there when they are needed. Agility is a differential benefit.
8) Depth in Diversity and Inclusion. Remote work offers opportunities for inclusion. Businesses, workers, social organizations, government, and society as a whole need to explore this new opportunity, generating a differential benefit.
by Federico Muttoni | Director of Advice
