Embracing the Shift: Adjusting to the New Normal in the Era of Covid-19

It has been nearly three years since the onset of the COVID-19 pandemic, and nothing has been the same.

I’m sure we can all concur that the pandemic has undoubtedly reshaped our lives in profound ways, altering our lifestyles and transforming the way we work. The world experienced an unprecedented crisis, challenging our resilience and forcing us to adapt to a “new normal.” Many of us are still coping with the processes involved with this adaptation and the changes that have taken place over the last few years. As the long-term effects of the pandemic are still unraveling, it’s hard to define when and how exactly things may solidify in this altered paradigm and how much of an impact all of this will have on us in the future. Reflecting on the last few years is a bit triggering for me personally. Not only has the world experienced unparalleled events that are once in a lifetime or once in a generation, but I myself have also overcome things that I never could have imagined. We are all now facing this pivotal point in our lives where we are trying to recover from the trauma we have experienced and realign to our sense of purpose. This phenomenon is exceptionally challenging as we now must unlearn a way of life that we were forced to adjust to over the last few years and attempt to return to how things were before. Now that we have made it through the height of the pandemic, it’s time to address the next steps of adapting to yet another new normal. So, I guess the main question is, “Now what?”   

The U.S. federal COVID-19 public health emergency (PHE) declaration ended due to COVID-19 cases and hospitalizations decreasing in the United States. The declaration officially expired on May 11, 2023 – nearly 1,148 days after being instated. From a public health standpoint, this can be viewed as a good thing because it implies that the metrics used to monitor the pandemic are declining. The end of the PHE means that the public health measures implemented during the emergency declaration will be toned down moderately yet still be available. For example, the Centers for Disease Control and Prevention (CDC) indicates that COVID-19 vaccines and treatments for adults and children will still be accessible in local communities. The agency also states that collecting data and surveillance on COVID-19 will remain a top priority for the CDC, but the frequency, source, and availability of information may be limited.

Additionally, many employers are shifting back towards in-person or hybrid work arrangements, putting working from home and other benefits at risk. Equal Employment Opportunity (EEO) laws will also be impacted by the end of the declaration, such as the Americans with Disabilities Act, Title VII of the Civil Rights Act of 1964 (specifically religious objections), and the Age Discrimination in Employment Act. The EEOC has updated its guidance for employers about how to circumnavigate a post-pandemic workforce. Yet, this guidance continues to evolve as the convents associated with the end of the pandemic are still being solidified.

So how exactly is everyone supposed to move on from everything we have been through, especially in the workforce? Let’s start by unpacking what exactly happened in the first place.

The Impacts of COVID-19 on the Workforce

1. Remote Work Revolutionizer: The onset of the COVID-19 pandemic drastically influenced the shift towards remote work, with companies across the world implementing work-from-home policies. This transformation highlighted the opportunity for increased efficiency, cost savings, and improved work-life balance. However, it also revealed challenges such as maintaining team unity, effective communication, and managing the integration of work and personal life. Many companies found this model very beneficial for their teams and overall productivity. In contrast, others felt the comradery that is an integral part of their work function was lacking.   
2. Digital Disruptor: The pandemic disrupted the use of the digital space as we once knew it. Companies were forced to adapt their operations and embrace technology for remote communication, collaboration, and virtual meetings. Online platforms and tools flourished, enabling businesses to continue functioning despite geographical limitations. The shift towards an increase in digital applications expanded opportunities for remote work, entrepreneurship, and online learning, granting individuals the opportunity to try things that may have once seemed out of reach. 
3. Career Change Catalyst: COVID-19 adversely affected the world’s economy, causing economic instability and job losses across industries. People experienced job insecurity, forced career changes, or the need to enhance their skills in order to sustain themselves in a competitive market. The pandemic highlighted the importance of adaptability and lifelong learning. Many individuals had to reinvent themselves professionally, explore new industries, and acquire new skills to stay relevant in a more competitive job market. The Great Resignation also became a prevalent theme, with more than 50 million employees quitting their jobs in 2022.

So now that the PHE declaration is over, and more companies are trying to return back to the way life was before our new normal, what should employers do to unravel the effects of the pandemic and help employees transition back to a more “traditional” work environment? 

Steps for Helping Employees Return Back to the Workplace

When helping employees return to the workplace, it is important to remember that not everybody’s pandemic experience or last few years look the same. Employers must maintain a sense of personability and adaptability to address the unique needs of the individuals working for them. Employers may need to update their policies and procedures to reflect the changes to these new initiatives better. Helping employees transition back to the workplace requires a supportive approach which includes the following strategies:

1. Prioritize Communication: Ensure you prioritize communication with employees during the transition period, keeping them well-informed about any updates, changes, safety protocols, and expectations for their return to the workplace. It is also important to listen to and address their concerns efficiently and effectively, providing them with resources when needed.
2. Provide Flexible Work Arrangements: As transitioning back to an in-person work environment may be challenging for some employees, it is important to offer flexible work arrangements, such as hybrid models, to accommodate individual and family needs.
3. Emphasize Health and Safety Protocols: Prioritize creating a safe and healthy work environment for employees. This can include enhancing cleaning protocols and procedures, increasing the number of sanitization stations, and adhering to local and national public health guidelines. It is important to help employees stay informed about proper health and safety protocols, especially with the new post-PHE guidelines continuing to evolve.

Although the pandemic brought numerous challenges, it forced us to adapt, innovate, and discover our capacity for resilience. The lessons learned during these challenging times will continue shaping our lifestyle choices and work habits, ultimately influencing the new normal we have built together.