Supervisors are learning to coach as opposed to judge. It’s big challenge not just in terms of skills but also because it undercuts their status and formal authority.
Shifting the focus of management from individuals to teams may be even more difficult, because team dynamics can be hollow, and more to those who are still struggling to understand how to coach individuals.
The big question is whether companies can help managers take all this on and see the value in it.
The HR function will also require reskilling.
It will need more expertise in IT support—especially given all the performance data generated by the new apps—and deeper knowledge about teams and hands-on supervision.
HR has not had to change in recent decades nearly as much as have the line operations it supports.
But now the pressure is on, and it’s coming from the operating level, which makes it much harder to cling to old talent practices.