The onus falls on managers to keep employees engaged through regular check-ins and virtual team meetings. Employee development also is a factor in driving employee engagement, with studies showing that workers who see good
opportunities for growth are more engaged.
Companies can help current employees prepare for opportunities that are coming. Companies need everything from technical, data-driven skills as well as soft skills like emotional intelligence and leadership.
Organizations can focus on up-skilling by encouraging employees to attend virtual courses, conferences, and seminars.
At the heart of visibility is trust, and the need for visibility changes depending on the level and role of the employee. Visibility is especially important for supporting DEI. Leaders need to ensure all workers, including women and people of color are recognized, represented,
and heard. If a company presents everyone with the same opportunities, it promotes healthy competitiveness and professional development. In 2023, the HR trend towards increased visibility will help pave the way for new development paths.
To date, no one has perfected the hybrid work experience, but it’s here to stay as the future of work. Employees aren’t willing to give up the flexibility, work-life balance, and money they save working remotely. Companies that don’t offer flexible work
models have a harder time recruiting and retaining employees. At the same time, hybrid work comes with a raft of HR challenges, including establishing and maintaining trust, collaboration, and employee visibility across the organization.
Employee expectations have shifted since 2020 and HR is seeing the impact on the quality and quantity of employee attraction and retention across all industries. Every milestone, from a candidate’s first impression, through hiring and onboarding,
their career path and development, to their decision to leave the company are critical experiences.
Management has become increasingly complicated in hybrid work environments, and expectations of managers have skyrocketed. Now that companies have systems in place to support hybrid work, HR managers in 2023 will be shifting their focus
toward developing relationships with new employees and strengthening relationships with veterans on their team.
Traditional recruitment strategies that rely on recruiting firms and LinkedIn messages aren’t delivering quality candidates. In 2023, HR will pull from marketing’s playbook. – Reputation is everything: Develop and promote a strong brand that highlights company
ethics, employees growth, a vibrant culture, and stable finances. – Tap your network: Referrals from current employees to future candidates will be a company’s most valuable asset for hiring in 2023.
The Great Resignation has resulted in jobs remaining open longer while companies search for candidates with the right set of skills for each role. In the battle for talent, contingent workers — also known as freelancers and contract workers — are filling the gaps with specific skills that companies need,
an HR trend that will continue in 2023.