HR trends to watch in 2023
31st January 2023
As we look ahead to 2023, newly appointed COO Amanda Kerley shares her thoughts on HR trends to watch in 2023.
2022 was a year of change, and I believe this will continue to be a key theme this year. There is no one size fits all approach to engaging staff, but here are my thoughts on what employers should consider if they want to make 2023 the best year yet for their people.
Consider individual needs
Organisations employ people, and they are the key to success. However, a solution that may work for the many, might not work for the few. Each person in your organisation will be facing different challenges, so the support they require will vary. A recent survey by Gartner found 82% of employees want organisations to see them as a person, not just an employee.
As we go through 2023, actively listen to your people and the feedback they are sharing and use it to make positive changes. This will ensure they feel valued, respected, and engaged. Sometimes the smallest fix, like switching to reusable cups instead of plastic, or upgrading the Wi-Fi, will be the best solution, but you won’t know if you don’t listen.
Pay attention to what’s happening in the world
From the Covid-19 pandemic to a cost-of-living crisis, several competing challenges are currently impacting everyday life. With anxiety heightened, performance at work may suffer, so make sure you are checking in with your team to understand how they are coping. Be mindful of the solutions and support you are offering, as what worked last year may be irrelevant now.
The world is changing quicker than we can keep up, and who knows what this year is going to throw at us, but keeping in mind that your team are all coping in different ways will be vital to ensure they feel supported. Here at Trickle, we use MoodSense to take regular temperature checks to get live insights into how our team are doing. This allows us to understand how everyone is coping from week to week.
Think about generational needs
From baby boomers to Gen Z, the workplace is more multigenerational now than ever! Gen Z, born between 1997-2010, make up around 30% of the global population, and in the next couple of years, they are expected to account for nearly 27% of the global workforce.
While this is exciting, as new generations can bring about many benefits, it’s important to remember that the next generation of workers seek different workplace cultures than those who have been in the game for a few years. With more and more Gen Z entering the workforce this year, it will be vital to ensure your business is enticing for all prospective employees. The Trickle team has shared more thoughts on what a Gen Z workplace will look like here.
Are you making the most of hybrid working?
So, you have implemented your hybrid working policy, and that’s great. But are you doing everything you can to ensure you are building company culture?
For some, hybrid working is the greatest development from the past few years, providing an extra layer of flexibility. 52% of employees said that flexible working policies will affect their decision to stay at their organisation. While 2023 may see more of us moving back to the office on a more regular basis, hybrid working isn’t going anywhere. While it can improve work/life balance, and cut down on commuting costs and time, working remotely can also increase feelings of isolation and loneliness.
In 2023, make sure you are doing what you can to ensure everyone feels included and listened to. While there is no easy fix, encourage your leaders to involve the team in decisions, and regularly check in with your people to ensure policies are working and benefitting them.
Upskill your people
We have all heard of the skills gap, with recruitment challenges across multiple industries. Over 53% of HR directors recently reported that their leaders are concerned about retention. That is why I believe that this year is the one to focus on upskilling your current team. Not only will this fulfil needs within the business, it will also boost motivation and retain the talent you have already.
Career progression and training are more valuable than ever, and it’s a win-win if you can get your people on board. Involve them in your plans, they may bring some exciting and creative ideas to the table and including them in decisions will only cement their success. Stay flexible in your approach, as what your business needs now will most likely change as the year progresses. Talk to those from all levels; employees at the beginning of their careers will likely be most eager to receive extra training, so make sure what you’re delivering is relevant while listening to their needs.
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