Global workforce in post pandemic world

October 5, 2022

We all live in a VUCA world today and for those who have not heard about VUCA here’s the meaning of this acronym: Volatile, Uncertain, Complex and Ambiguous. And now maybe we should add another V to this – ‘Virtual’. Pandemic may have contained us into our respective geographies but what it has brought about is a far-reaching ability to connect with people ‘virtually’ - literally across the globe – like never before. It's time that we face this reality and learn to live with it and at the same time it's important that we understand that globalization is here to stay – now more than ever.


Now for those of us who have lived in countries besides our own it is easier to understand what it entails and the changes that we have to adapt to and at the same time make them work in our favor. For someone like me who has lived outside of my native country for the last 20 years, in a land where 200 plus nationalities reside, I can tell you that it’s not about where we live and what we do – but more about the mindset we adopt.


Some of us escape from where we were born to shift to a new environment, others do it to earn better, and some others do it to build a life they only can dream of. But what sets one apart from the others and be able to achieve all that - is the ability to adopt and adapt – to where we eventually end up. Now more than ever we need global citizens who have the mindset to live with other cultures and moreso - supporting each other beyond the necessary. Tolerance is a virtue we all need and at the same time each one of us should look for opportunities to support each other in a way that not only enriches each other’s lives but meaningfully contributes to the larger good.


Being in the profession of HR, I can't tell you how many times I have to work with the people around me to bring down the barriers they create within themselves towards people from other nationalities and backgrounds. It is so important to look for the right set of abilities rather than trying to find them deliberately in people one would like to hire. And in every organization, this must start from the top. While this is quite prevalent already in multinational organizations and ‘forced’ to some extent but in smaller organizations this is something that still needs to be deliberately inculcated. Managers play a huge role in this, and they need to take responsibility to find the right talent to fill a particular role rather than choosing to hire someone who they are comfortable with and that usually tends to be from a place they themselves belong to. Why this usually happens is because it's easier to play mind games such as predict, handle and drive the behaviors of those we are familiar with, rather than venturing into the unknown.


On the other hand, it is also important for employees or individuals to develop a mindset that when they go to work, they do not only choose to mingle with people they are comfortable with but try to learn and collaborate with those who are from backgrounds other than their own so they can learn beyond what they already know. Diversity and Inclusion aka ‘D&I’ is a term that is so often used in many organizations today yet there is so much more to do in this area. It's incumbent upon the senior stakeholders to convey the right meaning of this to everyone across the board so that it is encoded in the DNA of any organization. Having said that I still maintain that it is the mindset and mindset only - of individuals and the leaders in a company - that guides the change.


The talent deficit that the world is facing today in several countries can only be turned around by bringing down barriers that exist at all different levels of the society - starting from governments to organizations to leadership teams in these organizations down to the managers and individuals working within these organizations. Let's deal with this VUCA world with an additional ‘V’ now by bringing a mindset change at every level so every individual can develop themselves to deal with the new world order and become global citizens working in a global workforce in the real sense of the word.

Why Poor People Management Is a Business Risk Leaders Can No Longer Ignore

By looka_production_87182833 • January 8, 2026
We live in a world defined by rapid technological advancement, shifting workforce expectations, and global competition. However, one truth remains constant - people are the heart of every organization. While strategies, systems, and structures change, it is people management that ultimately determines whether a business thrives, stagnates, or declines. People management is not a support function. It is a core business discipline . When it is done poorly, the damage shows up in lost talent, weak execution, and declining performance. Managing people includes managing their expectations, caring for their well-being and ensuring any roadblocks are overcome. That’s when they will perform their best. Read on to understand why business leaders really need to take people management more seriously. 1. Poor People Management Destroys Performance When expectations are unclear, feedback is absent, and managers avoid difficult conversations, performance inevitably drops. Employees stop taking ownership, effort becomes transactional, and accountability fades. What follows is predictable: missed targets, frustrated leaders, and teams doing just enough to get by. 2. Bad Managers Drive Good People Out Employees tolerate pressure - but they don’t tolerate neglect, inconsistency, or disrespect. Weak people management leads to: High attrition of top performers Low morale among remaining staff A culture where mediocrity survives and excellence exits By the time leaders react, the damage is already done. 3. Disengagement Is the Hidden Cost of Poor People Management Practices Disengaged employees don’t always resign. Many stay - but they stop caring. They contribute less, avoid responsibility, and resist change. Productivity declines slowly, making the problem easy to ignore and expensive to fix. Poor people management doesn’t create sudden failure - it creates silent erosion . 4. Neglecting Employee Experience Through Improper Management Weakens Commitment When people feel undervalued, unheard, or overworked, commitment disappears. No amount of compensation can offset: Lack of respect Absence of growth Poor work-life boundaries Inconsistent treatment Employees may stay, but loyalty is gone - and so is discretionary effort. 5. Failure to Develop People Guarantees Future Skill Gaps Organizations that don’t invest in developing their people create dependency on external hiring, rising costs, and long-term capability gaps. Poor people management treats learning as optional. Strong people management treats development as essential. 6. Weak People Management Practices Create Toxic Cultures Culture is shaped by daily management behaviors - not value statements. Inconsistent decision-making, favoritism, and lack of accountability quickly erode trust. Once trust is lost, collaboration, performance, and engagement follow. The Reality Leaders Must Face Poor people management doesn’t just hurt employees - it hurts the business . Organizations that ignore this reality will continue to struggle with: Low engagement High attrition Weak execution Stagnant performance The Call to Action The cost of poor people management is no longer hidden - it shows up in lost talent, low engagement, weak execution, and stalled growth. This is not a future risk. It is a current one. Leaders must stop treating people management as intuitive or secondary and start treating it with the same rigor as finance, operations, and strategy. That means holding managers accountable, fixing broken practices, investing in capability, and acting early - before disengagement turns into attrition. Organizations that act now will build stronger, more resilient teams. Those that don’t will continue paying the price - quietly, consistently, and expensively. The choice is clear: Manage people deliberately - or deal with the consequences. Talk to us if you want to be at the forefront of dealing with this topic effectively in your organization . The Align 361 Program from HTrust may just be the solution you were looking for.
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How to Create a Culture of Trust in the Workplace

By looka_production_87182833 • June 10, 2024
‘Trust is the one thing that changes everything’ – in the words of Stephen MR Covey. A PwC survey found that 86% of executives report high trust in their employees, but only 60% of employees feel highly trusted, which clearly shows a significant communication gap. Let’s face it - establishing a culture of trust is not only essential but it’s imperative in today's times - for fostering collaboration, innovation, and employee satisfaction in the workplace. But how easy or difficult is that to create? Here are some simple yet practical strategies which will help build a culture of trust in your organizations. Promote Open and Honest Communication Effective communication is fundamental to building trust. Encourage your teams to share their ideas, concerns, and feedback openly. Regular team meetings, transparent information sharing, and an open-door policy can facilitate this. It’s important not just to speak but also to listen—genuinely hearing and acknowledging what your teams have to say. Lead by Example Actions speak louder than words. Its essential for leaders to model the behavior they want to see in their teams. This means keeping promises, being accountable, and demonstrating integrity in every action. When the team sees that they are reliable and trustworthy, they are more likely to emulate those qualities. Recognize and Appreciate Contributions Acknowledging the hard work and achievements of team members is crucial. Regular recognition and appreciation can boost morale and reinforce trust. Whether through a public acknowledgment in a meeting or a personal thank-you note, showing appreciation makes employees feel valued and trusted. Encourage Collaboration Over Competition While a little competition can be healthy, excessive competition can undermine trust. Promote a collaborative environment where team members work together towards common goals. Team-building activities and cross-functional projects can help break down barriers and foster a sense of unity and trust. Invest in Professional Development Show your teams that you are invested in their growth and development. Providing opportunities for training, learning, and career advancement demonstrates that you care about their future. When employees feel supported in their professional journey, they are more likely to trust their leaders and the organization. Creating a culture of trust is not a one-time effort but a continuous process. It requires dedication, consistency, and a genuine commitment to the well-being of the team. The benefits, however, are immense: a motivated, engaged, and loyal workforce that drives organizational success. So focus on creating an environment in your organization where trust and transparency are normalized. Let's build workplaces where trust isn't just a concept but a lived reality. To build a place that embodies Trust in every aspect - talk to us at - info@htrustconsulting.com
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Remote Collaboration: Strategies for Successful Team Projects

By Aditi Priya • November 7, 2023
In the age of remote work, successful collaboration has become an essential skill for teams to thrive. Whether your team is spread across the globe or simply working from home, effective remote collaboration can make or break a project. Here are some key strategies for successful team projects in a remote work environment. 1. Clear Communication: Communication is the bedrock of successful remote collaboration. Use various communication tools like video conferencing, chat apps, and emails to ensure that team members are always in the loop. Establish clear expectations for response times and ensure everyone knows when and how to reach each other. 2. Embrace Collaboration Tools: Leverage project management and collaboration tools to keep everyone organized and on the same page. Tools like Slack, Trello, Asana, and Microsoft Teams can streamline tasks, timelines, and priorities, making remote collaboration more efficient. 3. Define Roles and Responsibilities: Clearly define each team member's roles and responsibilities from the outset. When everyone knows what's expected of them, it reduces confusion and increases accountability. Use project management software to document roles and track progress. 4. Set Clear Objectives and Goals: Start every project with clear objectives and goals. Ensure that every team member understands the project's purpose, scope, and desired outcomes. This clarity helps everyone stay focused and aligned. 5. Establish Regular Check-Ins: Schedule regular team meetings and one-on-one check-ins. These meetings are crucial for discussing progress, addressing challenges, and maintaining team cohesion. Video calls add a personal touch, enhancing the connection between team members. 6. Document Everything: Remote teams should be diligent about documentation. Keep records of discussions, decisions, and project updates. Centralized cloud storage makes it easy to access and share important documents. 7. Foster a Team Culture: Nurture a positive team culture, even from afar. Encourage social interactions, celebrate achievements, and support team members when they face challenges. A strong team culture can boost morale and productivity. 8. Manage Time Zones Effectively: If your team spans different time zones, create a shared calendar that displays everyone's working hours. This will help prevent misunderstandings and ensure that meetings and deadlines accommodate everyone. 9. Be Adaptable: Remote work comes with its unique challenges, from technical issues to varying work environments. Be adaptable and empathetic when team members face difficulties and work together to find solutions. 10. Encourage Feedback: Invite team members to provide feedback on the remote collaboration process. This feedback can help identify areas for improvement and ensure everyone's needs are met. In a remote work landscape, successful team projects require proactive efforts to maintain communication, organization, and cohesion. By implementing these strategies, you can navigate the challenges of remote collaboration and foster a productive and connected team, regardless of physical distances. If you have been looking for the top HR consulting firms in Dubai to handle your teams, reach out to us today for custom-made solutions for your organizational needs.