Adaptation was easier for some companies because they had begun to implement changes that are now fundamental and basic to operate in the new normal, such as the home office or the incorporation of tools and systems in favor of the digitization of processes of all kinds, related with the core of the business, the selection and retention of talent, in such a way that when the pandemic arrived, the transition was easier, compared to those organizations that had to modify the way of doing things in an accelerated manner.
Given this, it is important to reflect that changes always entail trial periods, adaptation times, errors and failures that are part of the final success of any transition, and this means understanding and being aware that the new normal implies a culture of constant transformation. and evolution.
Today it has become even more relevant for organizations to clearly establish change management, where Human Resources areas play a very important role, as they have the strategic function of analyzing the development of skills in current teams associated with change. and continuous improvement, as well as assessing the potential impact of bringing to the company people who can respond to this need, given that the way the workforce accepts, adjusts and faces new challenges, is largely what determines that a company is successful.
According to research conducted by Gartner, 66% of organizational change factors are related to talent, which requires the full participation of Human Resources departments, as they will also help leaders receive the necessary training to be more effective in directing these processes.
Now, although change management and continuous improvement are fundamental when establishing this work culture that favors the new normal, we cannot forget that the greatest frustration that organizations and leaders experience, and that we often underestimate, is the endurance.