HR managers are undoubtedly facing numerous concerns in 2023. From containing the effects of the “great resignation” to tackling a possible recession and dealing with issues like salary transparency, a host of problems has the potential to reshape the workforce this year. However, these challenges can also be opportunities to improve workplaces, attract new talent, and engage and retain current employees. By effectively planning actions and keeping up with industry trends, HR leaders in the US and abroad can transform these setbacks into profitable advantages.
Half of American Workers Are Now Quiet Quitters
According to Gallup, approximately 50% of the US workforce comprises “quiet quitters”, and research indicates that the number could rapidly increase. “Quiet quitting” may be a new buzzword, but the phenomenon it describes has been around for years. Disinterested workers have always been a concern for businesses and managers, and the issue seems to worsen. Disengaged workers or those who have decided to do the bare minimum cost the world economy $7.8 trillion in lost productivity.
The “Great Resignation” Could Finally Stabilize in 2023
Research confirms the phenomenon now known as “great resignation” has resulted in more than 4 million Americans leaving their jobs each month in 2022. This data shows that fewer people will change occupations this year, and the number of counteroffers available on the market will also be lesser. Another study assures departures and new job openings will stabilize in 2023, a sign that labor shortages will also decrease.
Hybrid Work May Be Here to Stay
The recent COVID-19 pandemic has disrupted the way people around the world live, work, and spend their free time. One of the most significant changes brought about by the health scare is that many employees have been able to work from home during the pandemic. However, this trend may not be going away soon. A Wharton management professor, Martine Haas, confirms this in a World Economic Forum report. She proceeds to explain that hybrid work has become a legacy of the COVID-19 pandemic, despite the challenges it poses for companies, HR managers, and employees alike.
Helping Employees Connect to the Organization’s Culture
HR managers will probably focus more on helping workers connect to the business’s culture in 2023. Research by Gallup confirms that workers who see themselves as being connected to their work culture are also more likely to be engaged at the office. These employees are more likely to recommend their employment company as a great workplace. They are also more likely to experience professional growth and development. Moreover, employees who are aligned with their work culture are approximately 70% less likely to say they always or very often feel tired or exhausted at work and 55% less likely to change their jobs.
Building Strong Relationships with Employees Is Important
According to The Future of Commerce, building and developing strong relationships with workers will become increasingly important for HR leaders in 2023 and beyond. The hybrid and remote work environment created by the COVID-19 pandemic has dramatically changed management as a whole. Consequently, the expectations of managers have also changed. However, HR managers should consider that emotionally distant management will no longer exist in the future, as workers already prefer HR leaders that exhibit empathy and authenticity.
Why These Trends Could Reshape the Future of Work
Recent events like the COVID-19 pandemic, global inflation, and geopolitical issues have demonstrated that drastic changes are still possible in HR. Moreover, the “great resignation” and the shift to “quiet quitting” have also demonstrated that HR managers should pay attention to new trends, and implement effective solutions to prevent crises and avoid personnel problems. Understanding the importance of empathy and the future of hybrid and remote work will help managers become the next industry leaders. Increasing retention by helping employees connect to the organization’s culture is equally imperative in the long run.
