Tech Jobs and the Workplace Post-COVID

Tech Jobs and the Workplace Post-COVID

It’s no question that in a world that is retooling and evolving after a global pandemic that the workforce will also have to retool and evolve as well. We have seen many companies do their version of what some have called a “pandemic pivot” to find success in what some may see as unconventional ways[1]. As a result, companies within the technology field have been placed in an advantageous position to continue growing and ramping up. In contrast, some in-person fields were forced to retool and ramp-down during the early months of the pandemic. 

According to the Wall Street Journal, in New York City, one of the hardest-hit regions due to the pandemic, tech jobs have continued to surge. One article shares that from April to November of 2020, the hiring of tech positions usurped all other occupations, even highly sought-after healthcare jobs[2]. As many employees and companies around the globe return to work, we must look to evolve into the future that we are walking towards; this is a future that will likely require more from employees in a technological lens.  Various skills are necessary for one to have to succeed in a technology-based career path. Still, while reading multiple articles that shared keys to success, I felt that their prescribed success boils down to three main factors for an employee. These factors are adaptability, commitment to learning, and data literacy[3]. It seemed as though every article related to success in a tech-based job had some variation of these three keys and stressed the importance of training these skills.  


Regarding adaptability, one article highlights that in a post-COVID workplace, changes will come at an accelerated pace. For an employee to succeed, they must “continuously update and refresh their skills.” According to Forbes, while 70% of companies either have a digital transformation strategy or are currently crafting one, only 21% feel that their digital strategy is complete[4]. With more and more companies beginning their digital transformation, employees must remain adaptable as their workspaces change around them. We have learned that Gen Z and Millennials value the ability to remain adaptable in their workspace. This idea was backed up by a survey that PWC conducted. This survey found that 45% of Gen Z workers and 47% of Millennial workers saw the potential to work from home as a top priority[5]. The increased availability of jobs in technology has made this surge in remote work not only possible but expected for today’s workforce. The ability to adapt to working remotely or on different platforms is a skill that is in high demand.

Commitment to Learning

Moving into the second factor, it is essential for someone in a tech job to continue to learn and that they are committed to this learning lifestyle.  According to the World Economic Forum, five years from now, 35% of the skills that are considered necessary will have changed[6]. That is over 1/3 of skills that will need to be added to an employee’s ever-growing toolbox.  The WEF stresses that “change will not wait for us”; instead, we must remain proactive to continue providing value in the workspace[7]. Another article by PWC even highlights the recent push of corporations to incentivize its’ employees to continue learning within the scope of their jobs. This article shares the idea that many corporations adopt “time off to work on upskilling, reskilling, and learning” [8]. My company Stage Front has embraced me in this way by being given time to increase my skill set by being reimbursed for online courses that will push me to continue learning. Beyond being adaptable, there must also be a desire to learn and increase your related knowledge. This will require new skills, practices, and ideas that are integrated into the work environment and accepted by the employee. An employee must be committed to a continued state of learning to better themselves in the long term and lead to successful work.  As a byproduct, this learning will increase the employee’s benefit to their corporation.

Data Literacy

The final key for growth in the workplace post-COVID is data literacy.  In an era that some are coining the “4th Industrial Revolution, “data is crucial to every company[9]. Data provides employees with the opportunity to read trends better and retool and evolve their corporations going into the future. Such a valuable resource requires those that understand it and know how to utilize it in their field. Being data literate allows the opportunity to make data-driven decisions, a skill that is in higher demand now more than ever. While the COVID pandemic has likely fast-tracked us towards this future, we were already walking towards this future in most workplaces. According to a study conducted in 2018 by the IDG (International Data Group), over 89% of businesses “have plans to adopt a digital-first approach” [10]. This statistic shows the ever-growing importance of understanding data and its perceived value to corporations. With a digital-first approach comes the availability of more data than ever before. Thus, there is a necessity for employees who are data literate and who will make data-driven decisions.  These are a small taste into some skills that will be significant assets to anyone looking towards a job in the technology field. We have seen the extremely high value of such skills, especially in cities like New York City. They were still overflowing with technological job opportunities despite being hard hit by the global pandemic[11]. As our workforce is more and more digital-centric, it is essential to find work in a company that values technological skills and develops such skills in its employees. At Stage Front, we have opportunities to hone all of these skills in a ticketing company that is technology-driven and looking to add to its’ team today. If you think that you are suited to join our growing and innovative Stage Front team, don’t hesitate, visit today!














Josh Williams
Stage Front /