What to expect in 2023: key HR issues for the year ahead
People.je top five…
1) Leader and Manager effectiveness:
We will start here as this tops the list in a Gartner Inc. survey, where 60% of HR respondents rate this as priority number one.
With factors like social and political unrest, work-life balance, and flexible work arrangements, leaders today are feeling the pressure to deal with the future of work. As these changes take place, leaders and managers must embrace a more human-centric leadership style.
An American Psychological Association survey showed that 75 percent of the participants
said ‘the most stressful aspect of their jobs was interacting with their immediate boss.’
2023 will see HR be more supportive to managers as they help them put the
Human back into HR. There seems to be a movement starting that is trending away from
‘self-service solutions’ and moving back to ‘face-to-face’ that encourages open dialogue and
Sustainability is no longer a ‘nice to have’ but how can HR drive the businesses overall sustainability strategy?
Areas like attraction and retention, Employee Value Proposition, reward, policies, performance management, and employee experience are all being reviewed as key areas of HR. It is important that HR policies are ethical, impactful and ESG aligned so that a company is seen to be serious about their sustainability agenda and not just ticking the boxes.
3) Recruitment/Talent Acquisition:
Was ‘the great resignation’ triggered by the Pandemic or did Covid 19 exasperate it?
Anthony C Klotz, a professor of management at University College London's School of Management who coined the term “Great Resignation,” says although ‘quit rates have more or less plateaued, he doesn’t expect them to drop in any meaningful way in the immediate future.’
Whatever your thoughts are - Alea ‘(the die has been cast)’ so, here are six ways to help with your talent acquisition:
offer flexible or remote work arrangements by developing onboarding programs that promote new hire engagement in today’s hybrid environment, this also gives your company a competitive advantage as people are prioritising this when seeking out work/life balance
look at retirees that are re-entering the workforce., this trend of "unretirement" is due to declining retirement funds and the increasing cost of living
review your application process so as not to miss ‘snagging’ the best candidate as a lengthy process may turn off a prospective candidate
look at upskilling current employees through personal development plans
start a Mentoring Program
offer a workplace wellness program
4) Focus on Total Wellbeing
Workplace wellness programs are a must-have if you want to win the battle for talent
and retention. The program should be easily accessible (App), and ideally integrate with
your existing company initiatives/platforms.
With more than a third of our lives spent at work, its important that businesses take
the complete wellbeing of their employees seriously, total wellbeing = physical,
emotional/mental, and financial. It makes sense for your employees as increasingly studies
are showing a happier workforce means higher productivity and lower turnover.
It is a win-win.
Employees are becoming less interested in ‘office-perks’ and are putting more emphasis on
physical and mental wellbeing benefits. With the right wellbeing program in place,
employees are also more likely to recommend you as a good place to work.
5) Diversity, Equity, and Inclusion (DEI)
The best example for DEI is this:
‘Diversity is where everyone is invited to the party.
Inclusion means that everyone gets to contribute to the playlist.
Equity means that everyone has the opportunity to dance/experience the music.’
With this example in mind your business can ensure fair hiring across the board to establish
an inclusive company culture. Run DEI workshops and educate teams on biases and
discrimination. Promote a workplace culture that embraces differences and respect for other cultures.