Work-life balance has long been used to create a distinct demarcation between work and other aspects of life.

But then, a new work system emerged. Without forewarning, the COVID-19 virus became and as a matter of fact was declared a pandemic.

From the social media perspective, passive terms as work from home, social distancing, amidst the pandemic, lockdown, shutdown, virtual teams, etc became buzz words. Which was your favorite buzz word?

Business disruptions, intra and inter-state travel restrictions, border closures, school closures with their attendant realities followed in quick succession. In a bid to curtail the spread of the virus, what used to be the normal way of work became unacceptable and unsafe by the International Labour Organisation. Business activities for so many were brought to a halt.

Yet, it became necessary to reopen and balance the economy amidst the pandemic. Countries, businesses, and individuals were ushered into a new- normal.

The once upon a time closely-knit teams became geographically apart. Remote work, virtual teams, and adoption of technology became the order of the day. It is no longer an issue of work-life balance but work-life integration.

Alas, a lacuna emerged. Organizations’ paradigm of performance management became flawed. It also became paramount to redesign the HR Strategy in order to forge camaraderie and ensure work-life integration while managing remote teamwork performance.

To alleviate the effect of these and to bridge the evident performance gaps lurking in most organizations, solutions have been proffered.

First, there has to be agreement on work time, establish the frequency of communication, build a sense of community, trust, and lots more.

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