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HR trends 2021: Virtuality, Humility, Connection, Authenticity

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Virtuality, Humility, Connection, Authenticity: finding Clarity in Chaos

Talentsoft reveals the 2021 HR Trends that will define and shape tomorrow’s world of work.

Marked by a series of unexpected challenges, 2020 forced companies to both rethink their visions of the future of work and accelerate their digital transformations. At a time when the behaviors and expectations of employees are changing, favoring transparency more than ever before, Talentsoft, the European leader in Human Capital Management, has identified four key HR trends for 2021. For Alexandre Pachulski, author and co-founder of the scale-up, Virtuality, Humility, Connection and Authenticity will be four key HR and societal issues on which companies and organizations will need to focus for the coming year.

The current health crisis has deeply affected the world of work. But it has also created new opportunities. It is with this conviction that Talentsoft has developed the V(h)UCA approach: Virtuality, Humility, Connection and Authenticity – levers that will guide the vision, philosophy and strategy of Talentsoft in 2021, in order to invent and iterate solutions for new challenges, whilst promoting co-creation and co-innovation within the HR ecosystem.

Virtuality: humans and AI, a winning duo

From physical to virtual offices, the health crisis has prompted organizations to adopt new methods for work and management, in order to ensure business continuity and maintain the motivation and engagement of every employee. This transformation has led to a profound change in how organizations view new technologies and AI. Although AI’s integration into the world of work is a major opportunity to support transformation (including automation and improvement of certain processes), it is essential that organizations define their stance and strategies in relation to it.

“We have an important choice to make: either use technology to automate current processes and continue to do the same things more efficiently; or see technology as an opportunity to reinvent these processes and do things ‘differently’ – for example, prioritizing collaboration and the role of cohesive teams on individual performance. Technology can play a transformational role at work and in our lives, as long as we are ready to change” – Alexandre Pachulski, Author & co-founder of  Talentsoft

Humility: introducing “community leadership”

What are leaders, teams and employees thinking and feeling? What difficulties have organizations faced since work became virtual? What has impacted or hindered communication the most? What new tools and technologies are needed to support decentralized teams? These are all questions that have arisen in the face of the new challenges for organizations, at a time when the HR function must overcome many logistical obstacles.

These changes are not without consequences for business leaders, who must also reinvent themselves to support the development of every employee, enabling them to achieve their ambitions. To ensure their success, companies must place people at the center as they focus on honest, transparent and fluid communication.

Connection: diversity and inclusion take priority

The ubiquity of remote work has driven the HR function to think about how to foster interactions between employees, whilst preventing a feeling of ‘disconnection’ from taking root. Organizations must realize that every employee has an important role to play in facing these new challenges.

The diversity of talent is a real source of creativity and innovation for companies seeking to reinvent themselves. The notion of inclusion, closely linked to that of diversity, must be integrated into corporate cultures to ensure the long-term success of organizations and their employees.

Authenticity: a key factor for success

The new challenge of managing remote teams has led many companies to rethink the traditional mechanisms of management. It has meant that managers have been called upon to invest more in relationships with their team members, building trust and compensating for the lack of personal connection that has come with ‘virtual’ work. It has never before been more important for managers to work at uniting their teams, whilst ensuring the development needs of each individual are met. Long-term retention and growth will be strongly linked to managers becoming authentic ‘supporters’ for their teams, rather than simply an authority figure.

“People today expect absolute transparency. They look to their leaders for clear answers and want to know what their plan is. But they also want you to listen to their needs. That is truly the best way to gain their trust.” – Jean-Stéphane Arcis, CEO  co-founder of Talentsoft.

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