People Strategies in a Time of Crisis

Updated: Feb 10

We can all agree our workforce and culture have been disrupted during the COVID-19 pandemic. Businesses are redefining what work looks like in our new normal. People strategies, from recruitment to employee engagement and retention, to building better teams that collaborate and innovate, have been uprooted.


The Resultants recently hosted a panel discussion on “People Strategies in a Time of Crisis” as part of our quarterly Leadership Acceleration Series for our clients. The information is so timely and helpful that we would like to share key take-aways as well as the recorded webinar.


Headlines & take-aways:

  1. 1-on-1 conversations between managers and their direct reports are critical. People are feeling the fatigue of change. Now more so than ever before, we must keep the lines of communication open.

  2. Don’t take people’s coffee away. Those little things can make a BIG difference. Small stuff such as replacing the communal coffee maker with a coffee service delivery (to reduce the chance of spreading the virus) can actually help keep your culture strong.

  3. Keep going with training and talent development programs. Move programs and courses to an online platform.  Take advantage of all the free content available online right now – from webinars to white papers and articles.

  4. The average employee tenure is not what it used to be. On average, most employees stay with a company for 2-4 years.  Be realistic about expectations.  For example, during the interview process, ask candidates what their 3-5 year goals are.  It’s best to be open and honest right from the start.

  5. Employee satisfaction is everyone’s job but it starts with the Leadership Team. Culture is key to employee retention. After all, people don’t leave companies – they leave managers and leaders.

  6. Never scrap the employee review process!! Everyone wants to know how they are doing. It all starts with establishing clear expectations that are agreed upon.  Educate your managers on why performance reviews are so important in order to create a “culture of feedback.”

To close out the discussion, our panel ended with a rapid-fire-round of best interview questions.  Be sure to have a notepad and pen ready when you check out the recorded webinar!


A special thanks to our distinguished panelists and moderator:

  1. Kristen Baas, Business Performance Advisor, Insperity

  2. Angela Harder, Director of Operations, CorTalent

  3. Jerry Olson, Business Advisor, The Resultants

  4. Rachel Tesson, People & Culture Business Partner, Lube-Tech

  5. Moderator Peter Beaumont, Business Advisor, The Resultants

Author, Jane Drigans, is Chief Operating Officer / Integrator with The Resultants™. To learn more about Jane, visit our Team Page or connect with her on Linkedin.

Rebuilding Your Roadmap to Success

There are many factors to take into consideration when setting your long-term goal especially after a year of disruption. How can you reset and rebuild? Enter the Value Builder System™, a methodology consisting of eight key levers of company value you can push and pull to significantly increase the value of your company.


Find out where your company sits by taking the Value Builder Questionnaire.

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