5 Trends Transforming the Way We Work in 2022 and Beyond

5 Trends Transforming the Way We Work in 2022 and Beyond

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1. Reimagining culture for hybrid work is essential

The sudden transition to remote work at the start of the pandemic quickly proved that employees could be productive working outside the office.  And while remote work offers a plethora of benefits for employees, most organizations – and many employees – are not quite ready to let go of the office altogether, leading to a rise in the hybrid work model.

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1. Reimagining culture for hybrid work is essential

2022 will put this model to the test. If hybrid is going to become the “new normal,” business leaders must be cognizant of one thing above all – culture. As Workhuman® CHRO Steve Pemberton puts it: “As the majority of organizations continue to operate in a hybrid environment, business leaders will need to continue investing time, resources, and effort in 

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1. Reimagining culture for hybrid work is essential

in programs that help build and maintain company culture and that help humans stay connected, productive, and engaged.”

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2. Internal mobility and boomerang employees will become the norm

The Great Resignation. It’s created both opportunities and challenges for employees and employers alike.  Employers have watched turnover levels spike, leaving holes in their organizational structure – and their wallets.  In an effort to not let this high-cost cycle continue, 2022 should be the year 

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2. Internal mobility and boomerang employees will become the norm

organizations start looking inward. Rather than looking externally to fill vacated roles, organizations should focus on internal mobility – and provide current employees with the training and skills needed to move into more senior roles. After all, retaining customers is easier (and cheaper) than replacing them. The same can be said for talent.

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2. Internal mobility and boomerang employees will become the norm

Employees, on the other hand, have fared better through the Great Resignation – for the most part. In fact, Workhuman’s Human Workplace Index found 72% of workers surveyed believe the Great Resignation is a positive change in the workplace.  But some workers who left their employers in search of something better are beginning 

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2. Internal mobility and boomerang employees will become the norm

to realize the grass isn’t always greener on the other side. Because of this, 2022 will likely see an increase in “boomerang employees” – past employees returning to a company after some time away.  These employees may have left 12 months ago, or even 12 years ago. They may have left for a new, shiny opportunity, or 

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2. Internal mobility and boomerang employees will become the norm

they may have left to care for a sick family member.  Whatever the reason, the gained experience and prior connection to the organization will benefit both the employees and their employers.

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3. Recruiting must adapt to the new world of work

It’s clear that old methods of recruiting no longer suffice. Whether the Great Resignation continues or not, employees will likely continue to have the upper hand over organizations for some time.  Workers want to feel valued by their employers, meaning 10 rounds of interviews for a position with meager benefits at a company with no 

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3. Recruiting must adapt to the new world of work

workplace culture isn’t going to cut it. And while salary will continue to be an important factor, it certainly won’t be the only factor a candidate will take into consideration.  Company culture, employee experience, corporate social responsibility, and flexibility are becoming more important than 

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3. Recruiting must adapt to the new world of work

ever, and potential employees will no longer settle for any less.

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4. DE&I is still a top priority

Discrimination based on race, gender, and identity has long been a regular facet of the workplace, yet in the past many organizations chose to shy away from it, rather than take a stand against it.  In the aftermath of 2020, however, a year in which racial violence came to the forefront of the lives of all Americans, corporations could no longer 

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4. DE&I is still a top priority

hide in the shadows. 2021 became the year of commitments and promises around diversity, equity, and inclusion in the workplace.  Have organizations followed through on these promises? Some may have, but many others have not, even in the face of data showing 66% of workers say their company’s DE&I progress impacts their 

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4. DE&I is still a top priority

feelings on how long they will stay at the company. If organizations do not want to lose two-thirds of their staff, DE&I is no longer a nice-to-have, it is a must-have.  Whether or not changes were made last year, this will be the year words must turn to actions. The past two years have also 

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4. DE&I is still a top priority

had a detrimental impact on the careers of women. McKinsey’s 2021 Women in the Workplace report found one in three women considered downshifting their career or leaving the workforce in 2021, compared to one in four in 2020.   The good news is a Metlife survey found two-thirds of women who left the workforce 

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4. DE&I is still a top priority

plan to return. With turnover at record levels, organizations should jump at the opportunity to bring these women back to work this year.

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5. Organizations must care for their humans – and the community

Employees have always wanted to be valued and appreciated for the work they do – it’s human nature.  What’s different in 2022 is that employees are more willing than ever to act on this desire.  Organizations looking to prevent more turnover will now be tasked with building a culture of authentic gratitude .

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5. Organizations must care for their humans – and the community

that employees want to be a part of. In the same vein, the pandemic has shown the importance of mental wellbeing, both professionally and personally.  Valuing employees has nothing to do with swag bags and pizza parties and everything to do with ensuring they have what they need to do their best work

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5. Organizations must care for their humans – and the community

2022 will also be the year corporate social responsibility comes to the forefront of the minds of both workers and consumers. In fact, 95% of employees believe businesses should benefit all stakeholders – not just shareholders.  This includes employees, customers, distributors, and especially the communities they are located in. 

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5. Organizations must care for their humans – and the community

Considering Millennials and Gen Zers – two generations demanding corporations do their part to better the world – will soon make up the majority of the workforce, this trend will likely persist long after this year.

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