What will happen to organizations in 2023? SHRM Online We heard insights from thought leaders, HR experts, and researchers about what’s in store for the workplace in the new year.
social conscience
“a [2021] Research shows 6 in 10 employees approve of business leaders being proactive about social issues, and 78% say it’s important to work for a company that values diversity, equity, and inclusion. is the answer. This trend is growing and will continue to see employees care about their workplaces and employees care about their workplaces. ”
—Antoine Andrews, Chief Diversity and Social Impact Officer at San Mateo, Calif.-based Momentive-AI, makers of SurveyMonkey
Diversity, Equity, Inclusion and Belonging (DEIB)
”dave It’s the future of HR. Because of these commonalities, I believe there is significant overlap in the roles that diversity, equity, inclusion, and belonging leaders and HR leaders play within companies. DEIB leaders may participate in performance reviews as impartial observers to identify potential bias. These leaders may also contribute to onboarding to ensure the company is thinking in terms of inclusion.
“DEIB is evolving into what HR was originally built to provide: providing a safe space for employees.Soon, more companies will integrate DEIB and HR as partners. From C-level executives to entry-level employees, you’ll be thinking and leading your people.” Inclusive thinking. ”
—Ivori Johnson, DEIB Director at ChartHop, a people analytics platform. The company is a remote-first company headquartered in New York City.
The rise of the chief people officer
“as Businesses are tightening their purse strings in the wake of a potential economic downturn; [expect] See how Chief People Officers are stepping up and supporting three key initiatives. The first is to reposition your company and culture as a top employer for a post-COVID-19 workforce. Second, they will look at acquisition and training costs and focus more on developing internal talent and leadership. And finally, a comprehensive review of work policies, benefits, and career paths both internally and externally.
“Chief talent officers step in to focus on the long-term value of each hire and gain more control over hiring budgets, while at the same time everyone tries to do more, so recruiters, staffers, and This will create tension between the company and the HR team, reducing the amount of blood squeezed out of the stone. ”
—James Larkin, Managing Partner, Performance and Growth, New York Office of Merlin Hawk Talent Consultants
“You can work anywhere”
“we You can foresee a shift from full-time remote working to a more hybrid working model, or to fully in-office working with more flexible work-from-home options. The pandemic has taught us all that the need for human interaction and collaboration is essential for growth and that businesses need it to achieve their goals. ”
—Jared Pope, founder and CEO of Dallas-based Work Shield
“Four out of 10 hybrid work companies will fail if they try to rescind ‘work from anywhere.’ Our 2021 data shows that 66 percent of U.S. companies have a hybrid or anywhere-first strategy. However, 49 percent of leaders expect to return to work in a different location.” -Office Approach…In 2023, companies that do not listen to or collaborate with employees in developing hybrid work policies will I predict that there will be a serious conflict. ”
—Forrester Research Report Predictions for 2023: The future of work
Job seekers take control
“in spite of Despite economic uncertainty, job seekers still have power. …It’s still a job seeker’s market and will continue into next year. Candidates reject companies that are fixed in their perception of their abilities based solely on past experience, without considering growth potential. Job seekers will continue to explore and prioritize companies that offer opportunities to further develop their skills. ”
—Bailey Showalter, vice president of product ecosystem partnerships and solutions at Credly by Pearson, a New York City-based technology, information and internet company
Connect with global talent
“Company Companies that have traditionally operated in one country may look outside their domestic market for the first time in 2023. Not to access new customer markets, but to connect with global talent.
“From an HR perspective, the most important and pervasive tool these companies deploy is an employer record platform that serves as the ‘in-country expert’ as they expand their business globally.”
—Rick Hummel, CEO and founder of Chicago-based global human experience platform Atlas
Prioritize reskilling and skill up
“we Organizations are expected to prioritize learning and development solutions that provide reskilling and upskilling opportunities, such as more flexible employer-sponsored education programs to drive higher utilization. This strategy opens new avenues for internal mobility for career advancement and succession planning. As a result, promoting talent from within the company will become increasingly important to increase retention and reduce recruitment and onboarding costs. ”
—Todd Zipper, executive vice president, Wiley Publishing Co., Hoboken, N.J.
manager training
“and With phenomena such as record burnout and silent retirements, and a near-ubiquitous lack of passion, motivation and trust among employees, skilled management is the determining factor for success today. … In 2023, companies will double their workforce to keep employees engaged, motivated, and productive during the economic downturn. Manager training is key. ”
—David Hassell, co-founder and CEO of 15Five, a San Francisco-based performance management platform provider
Learning and development (L&D) team changes
“as Thanks to the rich data created by digital learning systems, L&D will become more data-driven and the skill set of L&D itself will change. In 2023, we expect more L&D teams to bring data analysts, data scientists, and business intelligence to their teams. This may be a dedicated person or, depending on resources, upskilling existing L&D team members. This is a great opportunity for L&D because having access to data and the talent to analyze it gives you more of a voice in strategic conversations. ”
—Janice Burns, Chief Human Resources Officer at Degreed, a New York City-based learning and skill-building platform
spy on employees
“Productivity Surveillance remains top of mind for employees and employers, with 78% of employers currently using this software to monitor their employees. We will continue to question and debate this way of tracking leadership and productivity. Leaders who don’t take a hard look at productivity monitoring technology, practices, and data risk losing out to their competitors. Spying on employees means trading trust, culture, and morale for sketchy data and “productivity theater,” and this will remain true as he looks to 2023. . ”
—Mark Banfield, CEO of 1E, a London-based digital employee experience management platform
“Wake” has been released
“I’m there” “Wake” will be released in 2023. People want to tackle real problems related to war, food production, climate, and more. ”
—Alex Zekov, co-founder and CEO of Chicago-based automation company Thoughtful
workplace benefits
“workplace Benefits will continue to be important to HR in 2023. In his November 2022 Framework Report on Workplace Mental Health and Wellbeing, the U.S. Surgeon General listed it as one of his five key initiatives to strengthen workplace well-being. “problems in the workplace.” There is.
“HR departments have a real opportunity to improve workplace wellbeing by addressing key aspects of workplace issues by making the relationship between work roles and purpose clearer for employees. .”
—Heide Aberg, adjunct professor at Boston University Carroll School of Management, co-founder and CEO of SageX Inc., a Boston-based employee performance support provider
economic uncertainty
“ The biggest challenge for leaders in 2023 is navigating economic uncertainty and increasing team productivity without exhausting them. This requires clear and honest communication across the organization and setting quality key performance indicators that everyone on the team agrees to. ”
—Tim Hirsch, CEO and co-founder of Owler, a business information platform based in San Mateo, California
Recruitment slowdown
“employer I hope next year will be another challenging year. As recession grips the global economy, they will suffer from an economic downturn due to human resource constraints. Smart companies will invest in employee experience, but the majority will revert to viewing employees as mere cost centers. ”
—Forrester Research Report Predictions for 2023: The future of work