Tag Archives: resources

How does business recover from CV19? – What they are saying

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A common theme I am reading for any business trying to phoenix back from corona virus is the relationship between the business leaders/owners and the staff. Many are saying the future for companies will be based on the trust between the employer and the employees. It will be this trust that will enable companies to source knowledge and ideas that will either differentiate them from their competitors or allow the company to improve its ROE (return on effort). Having a few good ideas will no longer cut it as many of these will be based on pre-covid-19 virus (CV19) models. Ideas will need to be uninhibited, dynamic and rapid. The “I know best” attitude will become the antithesis to gaining ground after the CV19 period, it will probably even be before that.

Another theme is to use this change in business dynamics and market to take or even make your own opportunities. Business will not be the same as it was, for a multitude of reasons, so waiting to see what happens will be a bad decision> some businesses are now in survival mode, they are in their death throws and there may be nothing they can do if they stay the same. It will not be a case of jumping on the band wagon and make masks, or hand sanitiser. Yes, they were good ideas at the time but after CV19 is gone something else needs to take its place.

And many are talking of the change in relationships, people will begin to be more aware of others, to help and to care what happens in their community (at least a lot more than before CV19). There is also a lot of conversations at all levels – including Govt – about the need to acknowledge those who actually carry and hold up the economic and social world we live in, the nurses, the teachers, the supply chain people as well as the emergency service personnel – all those who have been typically paid the least. It behoves humanity to look after all those who add so much value for so little compensation.

More, very valid and informative information and articles have been written. I have found the following great, some have been enlightening:

After coronavirus: ‘We can’t go back to business as usual’  https://www.theguardian.com/money/2020/apr/04/coronavirus-business-finance-work-property

Why companies need a role-based model in the Covid-19 paradigm
https://economictimes.indiatimes.com/jobs/why-companies-need-a-role-based-model-in-the-covid-19-paradigm/articleshow/75139253.cms

How To Reinvent Your Business To Thrive After The Coronavirus https://www.forbes.com/sites/tedladd/2020/03/26/how-to-reinvent-your-business-to-thrive-after-corona/#6b0675e043e2

How the Coronavirus Is Already Rewriting the Future of Business
https://hbswk.hbs.edu/item/how-the-coronavirus-is-already-rewriting-the-future-of-business

COVID-19: Implications for business
 https://www.mckinsey.com/business-functions/risk/our-insights/covid-19-implications-for-business

Coronavirus: your guide to winners and losers in the business world
https://theconversation.com/coronavirus-your-guide-to-winners-and-losers-in-the-business-world-134205

Finding the Hidden Business Opportunities Around the Coronavirus Pandemic
https://www.inc.com/david-finkel/finding-hidden-business-opportunities-around-coronavirus-pandemic.html

Collaborative Onsite Outsourcing

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In response to the article in LinkedIn: 5 Smart Reasons Employers Should Stop Hiring for Full-time Jobs written by J.T. O’Donnell,  I wrote that companies must utilise all forms of employment including full-time, part-time, outsourced and contracted. Only this will allow companies to get the best ROI from the available and seemingly diminishing pool of Supply Chain talent (I have included my original response below).

Today I find a paper published  by C.H. Robinson stating a similar fact. Their paper “Collaborative Outsourcing: How to gain value from a strategic onsite logistics resource” is focused on Logistics and how outsourced suppliers may need to place some of their own resources on site with their customer.

Not only is this good reading but is a good guide to what and how companies can optimise their requirements.

My original response to JT’s article: There many facets to the concept of “employment”, the problem as I read it, the author seems to be extreme one way and many of the comments extreme the other way. In reality there should be more project driven roles (contract) but this does not detract from the fact that there also needs to be a large part of the organisation that remains permanent. Companies should be utilising the best people for the particular task/function in the most appropriate manner. Some tasks/projects are always better to be managed by either outsourcing or having a person contracted for that project, remembering this can be a short term or long term/extended contract, other roles should nearly always be done on a permanent basis in-house (full-time or part-time). Aside from the perceptions of individuals many companies do not analyse their requirements correctly, too many focus on an immediate requirement or need and hire to an outdated expectation for example: “THIS should be a permanent role and we will have to hire a temp for THAT one”. Also: Project driven roles should not be considered “Temps” – there is too much negative stigma attached to this title, call them Project Contractors, for that is what they are. There are far too many people not being allowed to be the best they can, or to give the best they can to the company they work for, in any capacity, due to so much inaccurate and inconsistent thinking about what a “job” is.