HR teams that have weathered economic instability and the massive shift to remote working may wonder what 2023 has in store. The main focus remains on nurturing people and growing talent to create more sustainable, happier teams.
While we know that Leadar can take the hard work out of finding and connecting with talented potential hires, attracting and retaining them requires giving HR trends proper attention.
In addition to employee engagement and development, HR should continue to offer flexible schedules and consider innovations to attract workers, especially millennials, who comprise about a third of the US workforce.
Here are the top HR trends that HR teams need to know in 2023.
HR Trends 2023
Humanized Management to Boost Employee Experience
Making businesses attractive to employees by focusing on employee experience is a trend with which most HR firms are familiar. This is going to develop further in 2023. Almost half of HR leaders surveyed said this was a priority.
HR teams would do well to concentrate on making the hiring process as efficient as possible, investing time and money in onboarding to promote candidate success and integration, and supporting candidates throughout their journeys to the time they exit the organization.
Humanizing HR management has two primary benefits. The first is that it satisfies a growing demand for workplaces where employees feel that they can grow and create in an environment that is diverse, safe, and respectful and where leadership practices and policies are ethical and transparent.
Since a business is as good as its teams, the second benefit of a humanized workplace is that it can lead to a much more powerful, successful business.
Increasingly, employees want to work for businesses that match their personal and professional circumstances. This means that firms offering flexible
and remote working, for example, can get the edge over businesses that don’t.
Furthermore, aligning employee and business values is more important than ever. This is not to say that a business should change its values to suit employees, but that organizations must be aware of this need throughout recruitment, hiring, and onboarding.
While this is a part of humanizing a workplace, it deserves its own category because the accent on this aspect is critical to a firm’s success.
Millennials are people born between around 1981 and 1996. Considering this swathe of the population, there were more than 70 million US millennials in 2021.
Organizations need to pay special attention to them because there are now more Millennials than Baby Boomers, which makes them the largest generational group. Moreover, they tend to share values that have impacted workplaces and will continue to do so for many years.
- Millennials grew up with technology, making them willing to adapt to new technologies. They are more likely to use messaging technology than phone calls or in-person meetings. And they will tend to expect employers to use technology to advance their business, particularly mobile apps.
- Collaboration is important to millennials because they are more likely to favor interaction with others and moving toward goals and objectives as a team. They may prefer to do this via apps, such as videoconferencing platforms or efficient collaboration apps, rather than face-to-face meetings, but teamwork is nonetheless important.
- Millennials want to have a say in how businesses are run. They want leadership to hear their opinions and use them to advance their careers and the business.
- A millennial is more likely than other generations to want to continue learning on the job. They will appreciate opportunities for training or mentorship to help them develop their abilities and careers.
- They seek to balance their work and personal lives, prioritizing flexibility over pay and other traditional sweeteners. More on this in the next section.
Millennials can be loyal when a firm treats them well, but they have grown up during economic instability and have seen their parents work themselves to the grave for firms that didn’t appreciate them. They will not be shy about looking for other opportunities if their employer does not deliver according to their key expectations.
Modern HR teams need to build relationships with employees and appreciate them as whole people, not just workers.
Making hybrid workplaces is a key HR trend for 2023, meeting the needs of millennials in particular.
Hybrid working could be described as facilitating employees’ ability to divide their working hours between the office, one or more remote locations, or while traveling.
With modern technology, more jobs can be performed over a geographical distance, requiring only an internet connection to check in, collaborate with teams, and access, modify, or transfer files. Remote working frequently suits people in software development, coding and programming, or other IT/computing roles, as well as customer service, teaching, online marketing, and sales.
Employees may work remotely at will or on an agreed schedule. Whatever the system, hybrid working must be integral to HR to attract and retain employees in 2023 and beyond.
An effective hybrid system should encourage the following factors:
Through digital tools, businesses can equip themselves for full integration with anyone who wants to work outside of the office. Entire businesses exist virtually, making significant savings in resources.
Positive Work Relationships
Working remotely doesn’t mean working alone. A business adopting hybrid working will encourage water cooler-style interactions and social events, whether virtual or in-person, to stimulate meaningful relationships. It is also helpful for organizations to have clear policies regarding how staff members interact with each other to foster trust, respect, and equality.
It’s a misconception that remote working allows people to take things easy. Businesses should expect and support high-performance levels from any team members working outside of the office.
Remote working requires trust. While monitoring software is available to ensure employees are logged in and performing tasks, these should be used or monitored sparingly. Rather than being a punitive Big Brother, a hybrid organization trusts its workforce and incentivizes excellent performance.
Modern businesses know they must satisfy their customers to compete in the marketplace, but they increasingly realize they can’t stop focusing on the other people without whom they wouldn’t have a business: staff.
Observing the key human resource trends in this post is critical to ensure that businesses attract and retain the best staff and move forward with them to make the business something that adds value in many arenas and on many levels.