HR Community: Best Practice – 28th April 2020

Some of the companies represented:

• Asahi
• Kantar
• KraftHeinz
• Medicover
• Molson Coors
• Philip Morris
• Stada

Some of the topics discussed:

We asked our participants to share 1-2 initiatives that have proven useful & innovative in the current climate.

Also we asked their opinion on the next steps to anticipate from current developments.

Here are some of the highlights from that:

• Don’t waste improvements gained during the time such as efficiency/pragmatism, no procrastination – ideally this is maintained in post-Corona times too
• Focus on health & safety, on creating a more agile environment
• Organise regular, frequent, but focussed (20-30’), high tempo calls and townhalls.
• Be ready for more flexible KPIs, relaxation time, time off, family business spirit, avoid the feeling of isolation.
• Don’t be surprised that difficult decisions are suddenly taken very fast.
• Stress that sense of collegiality and solidarity is important.
• Focus on office reintegration, employee wellness & mental health.
• Push for a digitally savvy environment – even rather conservative companies quickly adapt.
• Drive acceleration of some initiatives that weren’t priority before such as customer-centricity announcement that nobody loses job until SEP – helps engagement.
• Push for similar measures: protecting bonuses, working together & helping badly hit countries.
• Don’t hesitate to go an extra mile, take initiative and volunteer.
• Expect impact on people: challenging times for leaders as they maintain motivation of staff, assure safety and healthiness.
• Expect replacement of non-performers; now it’s becoming obvious in tough times who are the companies’ pillars.
• Expect demand of “new leaders”.
• Expect higher demand in Senior positions (GM, MD, CEO, CFO, HRD, CIO, CMO).
• Expect increased pressure on HR departments to implement cost cutting measures.
• Be ready for candidates reluctance to switch jobs.
• Anticipate a challenge with introducing candidates personally in final the round (no traveling), postponed decision making and placements.
• Expect terminations of less strategic roles, mainly L&D and shift to external providers.
• Expect reduction in internal Talent Acquisition staff (less recruitment, less workload, external recruitment is more cost effective).
• Expect companies are putting on hold filling of non-critical positions.
• Be ready for what is now essential: stay close to your customers & placed candidates, intensify BD activities.