We have adopted new ways of working and relating to each other due to the pandemic and have been marked by a legacy of transformation that will endure long term. These are changes that we spoke about, wrote about, and reflected on for decades; however, the spread of the virus accelerated its implementation. Since we have exhausted the 19th and 20th century-old labor paradigms and seeing that we are entering a post-industrial stage, we find ourselves in new times. We are moving towards a knowledge and information society (with flexible schedules, less in-person attendance, and without digital disconnection).
However, this process is still in its early adoption stages since the need to incorporate distinct ways of interacting within the workspace is being adapted to the uses and structures of the stage we are leaving behind. Therefore, a period of reflection and adaption is necessary before transitioning into a new organizational model for this new phase. We are entering a new labor context that will be characterized by digitalization and big data as levers to be more competitive, by people policies aimed at developing and retaining talent, by productivity linked to schedules, and by the personalization of the labor relationship.
To achieve this, it is necessary to consolidate institutions and leaderships that act as leverage for this transformation, and it is essential to have: strong institutions (companies) committed to the new status quo, which serve as a reference and driving force for others.
Our director of Culture & People (CU&PE), Angélica Gómez Iturriaga, shares 6 fundamental keys to success.