Archive for month: January, 2023

As we move into 2023, we’ll see new workplace trends and the continuation of trends that emerged in 2022. We’re three years on from the start of the pandemic which changed the workplace in many ways. New approaches to work location and employee retention, as well as changes in technology, will drive continued changes to workplace trends. How you as an employer respond to them could determine whether you’re an employer of choice.

Here are some trends to look out for:

1. Focus on flexibility

We’re no longer driven by the necessity for remote working like we were during the pandemic, however, for many employees remote working (or at least the option to work remotely for at least part of the work week) is now a requirement when considering a new job role. Many companies will continue to experiment with different forms of remote and hybrid working or as a minimum, flexibility for those on the frontline where remote working is not an option eg stability in work schedule or control over work schedule. A survey by Omdia found that 54% of survey respondents believe working from home has increased productivity. In contrast, companies like Tesla have made news by forcing all employees to return to the office.

2. Talent shortages and skills gaps

Hiring is difficult in the current labour market but many organisations are further challenged by severe talent shortages in critical areas. Around three-quarters of companies currently hiring have reported finding qualified applicants difficult for certain positions ranging from construction to technology. Savvy companies will work to improve upskilling and reskilling to retain staff in 2023.

3. Ongoing hiring and retention challenges

Continuing from #2 workers continue to leave their jobs at higher-than-usual rates. The gap between the number of people seeking work and the number of job vacancies remains wide – making employee retention highly important.

4. A focus on skills over jobs

In this environment, we can’t stress enough how employees should be looking at what skills employees can bring to the table rather than their previous roles. Many valuable skills like sales, project management experience or data analysis can be applied to many different roles. An increase spend on in-house upskilling will help retain staff and fill gaps in the labour market.

5. Soft skills

This is a trend we’ve seen over recent years, soft skills were important before the pandemic but the need to build relationships virtually and made them even more important. Soft skills that are always in demand are management and leadership skills, creativity, and problem-solving.

6. Transforming HR with technology and data

Many companies are turning to cloud computing, collaboration technology and digitisation to improve the employee experience, recruitment experience and HR operation.

7. Use of AI and automation

Along with automation technology, AI offers growth opportunities for companies if they’re prepared to take them on. As these opportunities unlock companies will need to invest in upskilling employees to work with these technologies.

8. Continued focus on sustainability

Demand for sustainability practices is being driven by the consumer. For many organisations embracing sustainability practices will require investment and employee upskilling to improve the company’s environmental footprint.

As workplaces continue to evolve in 2023 it’s clear the pandemic (among other factors) has driven workplace change at a rapid pace and employers need to make sure they keep up and upskill employees more than ever before.