COVID-19 and Its Impact on Talent Management in Agribusiness
It’s been a year since the coronavirus spread and impacted all aspects of our lives, writes Mark Waschek at CropLife. For the past 12 months, everyone has experienced major personal and professional change while navigating the pandemic. For many, just maintaining a status quo has been an accomplishment.
This is the first of a two-part series on the effect of COVID-19 on recruiting and retaining employees for your business. In this article, we will highlight the areas of talent management that have not only been impacted this past year but will likely remain changed for the future. In the next article, we will discuss key strategies your team can integrate into your talent management process to turn these changes into an effective opportunity.
In a recent survey conducted by Paycor, business leaders were optimistic about the future, yet the suddenness and volatility of the moment are causing anxiety. Nearly 70% said COVID-19 impacted team morale, and nearly 40% said it negatively impacted productivity.
We are all adjusting to a new reality of work, and even in good times, change can be tough. Look closer, though, and you will find hidden opportunities to better define your company, tell a more compelling story to candidates, build a pipeline of talent, and address some of the underlying workforce planning challenges that everyone else in your industry is ignoring.
Looking Forward
As we look with a positive outlook into 2021, we need be aware that while the impact of the pandemic on our health may decline throughout the year, the requirements for how we manage our talent may remain significantly different than how you approached this aspect of your business pre-COVID-19.
Related article:
Can Your Organization Require Employees to Get a COVID-19 Vaccine?
This is much more than remote working and creating virtual meetings and events. It is about enhancing the way your organization will identify, attract, and develop the talent that will grow your business despite new challenges in the future.
What principles do you need to apply, and what pitfalls should you avoid, when enhancing your talent processes? How can you create experiences that will not only work in our current environment, but will remain effective in the future?
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