Xtendo discusses “The Future of Work” post-pandemic

Successful working method

Artificial Intelligence (AI) and automation

How to achieve a productive workforce?

The Coronavirus pandemic accelerated processes in labor markets around the world. Various areas of work found it necessary to change the ways of managing and communicating within a department. Empathy plays an important role in the success of the objectives implemented by organizations.

by Fernando Rodríguez Cabanelas, Chief Human Resources Officer at Xtendo Group

The consulting firm McKinsey unveiled a report where they analyzed the workforce (more than two thousand activities in 800 professions) in countries such as China, France, Germany, India, Japan, Mexico, Spain, the United Kingdom and the United States. For this, they based their analysis on the Occupational Information Network model of the MGI (McKinsey Global Institute) in order to get an accurate picture of labor activity after the pandemic.

The study, called The Future of Work, showed that the home office poses a number of challenges for both companies and employees. Evaluating processes for teams and the best tools to carry out daily tasks are part of the balances that need to be taken into account to get the job done productively.

Successful work method

It is important to identify which tasks can be carried out remotely and which cannot. Telework management is not simply sending employees home with a computer to do the same things they could do in the office.

It is necessary to find the functionality so that, with this modality, the daily actions of each talent do not lose productivity. To do this, and once they have identified which tasks they can manage from home, it is time to redefine them. In the analysis process, the possibility of eliminating some tasks that can be performed by external agents will arise. The objective is to manage with the same impetus, but in a different way.

When the structures are set up, effective work climates can be achieved. To this end, it is important to take into account the maturity of all partners, so that they assume the commitments with greater responsibility and independence.

Remote work after COVID-19 will remain in place for many organizations. McKinsey assures this in the aforementioned report, at the same time that companies such as Xtendo Group demonstrate it by applying this modality and obtaining effective results since 2008, twelve years before the pandemic occurred. In short, it is a sign that the 100% digital economy is gaining more and more ground and taking over the work patterns of companies.

The mix of activities will be the new order of organizations. According to McKinsey, after assessing workers’ ability to perform a physical task, it was perceived that some activities that are physical, manual or require fixed machinery cannot be performed remotely.

Jobs with close proximity and high concentration are the most affected by the pandemic. Jobs that require physical performance, little automation and those that are performed outdoors, such as farming and ranching, will not have a problem after the pandemic. Therefore, it is important to know the structure of the company to be able to define new ways.

Artificial Intelligence (AI) and automation

Jobs with high physical proximity have been driving the development of AI and automation at the fastest pace. According to the McKinsey-powered survey, of the 800 senior executives surveyed last July 2020, two-thirds said they were increasing investment in these areas. Many companies are turning to these areas to cope with the high demand for digital media today.

The study also showed that jobs in the warehousing, transportation and logistics sectors may increase due to the growth of e-commerce.

Executives interviewed for the McKinsey analysis stated that much of the future investment will be focused on incorporating AI and automation into work processes, particularly in more physically demanding tasks. A combination of boots and remote work is proposed for Customer Service (CX) areas to assess overall customer satisfaction and determine the efficiency of processes.

While these changes are irreversible and growing, it is necessary to invest in the professionalization of talent. McKinsey’s positive approach details the task of governments and companies because if they make it easier for the workforce to learn these new skills, they will have better-graded and better-paying jobs in the coming years.

Companies must bet on their workforce not to falter in the great challenges that lie ahead and thus keep up with the new business performance behaviors. This implies looking to the future for the development of new technological skills.

How to achieve a productive workforce?

To achieve this goal, leaders must necessarily be more empathetic and therefore emotionally connected to their team. It is a vital component in times of pandemic, where it is essential to consider all actions that prioritize the human values of the company, so that the talents of each team feel that they are connected and accompanied in the daily work, understanding the reality of their homes.

To carry out this type of teams, it is necessary to reinforce all possible leadership skills where empathy and motivation are important to achieve all the goals set. The greater the distance and the less physical proximity, the more conversation will be needed.

The emotional component will then be decisive to achieve concrete objectives within an organization after the COVID-19 episode that is experienced around the world, and emphasizing soft skills is important for the management of team leaders. To develop a strengthened chain it will be essential that the work be undertaken with greater self-control, commitment and responsibility.

Companies are requesting workers with competencies that adapt to new paradigms. Connectivity and a shared virtual space are not enough, but the values impressed by the leader on the team are also important for successful management.