Using Smart PLS, this study analyzed the four primary criteria for recharging competence during a pandemic: social support, motivation, corporate culture, and self-awareness. Principally, the researcher employs a structural model to test these hypotheses. This study surveyed 105 employees with at least two years of competency or skill certification in Indonesia. Researchers examined the effects of organizational culture constructs on motivation, self-awareness, and social culture. The findings revealed that just one construct was significantly related to the three variables, notably result oriented. In particular, innovation and risk-taker ß=0.162; p<0.05), result-oriented ß=0.403; p<0.01), and team-oriented ß=0.235; p<0.05) are significant to self-awareness. Then only a result-oriented is relevant to motivation (ß=0.524; p>0.05) and social support (ß=0.434; p>0.01). The results of the model suggested that motivation, social support, and self-awareness can account for 67.2% of competence recharging. All of the model's path coefficients are given and explained. Social support has no significance on recharging competence (ß=0.080; p>0.05). In addition, motivation has significant and favorable benefits on recharging competence (ß=0.380; p<0.05). Self-awareness of recharging competence is also statistically significant (ß=0.414; p<0.05). Based on the results, a company should examine these concepts to increase employee motivation and self-awareness, which influences the recharging of skills.