Management Trends for 2022: All about People-First Culture

Management Trends for 2022: All about People-First Culture

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1. Prioritization of reskilling and upskilling

Changing business needs and looming uncertainty have resulted in the surging demand for new skills within organizations. Indeed, today leaders feel the need to future-proof their workforce. Similarly, about 70% of employees feel there is a gap between the skills they have and the skills they actually need to best perform their job. 

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1. Prioritization of reskilling and upskilling

Reskilling and upskilling have become the talk of the town and initiatives to invest in employee learning and development as a vehicle for success are likely here to stay.

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2. Growing inclusivity and connection amongst the workforce

There’s still a long way to go regarding inclusion at work.  Only 32% of organizations are purposely creating diverse and inclusive teams to drive performance, and only 42% are developing their leaders to be inclusive.  Nevertheless, according to Korn Ferry consulting firm, many organizations have had 

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2. Growing inclusivity and connection amongst the workforce

diversity, equity, and inclusion more in mind than ever before. Makes sense, social distance, and unprecedented times have led to a stronger human desire for togetherness, reevaluation of priorities, and more empathy.  Indeed, with the hybrid work model becoming ever-present, and as the non-desk workforce 

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2. Growing inclusivity and connection amongst the workforce

 continues to grow, distributed  organizations won’t be able to ignore the need to include and connect every worker.

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3. Implementation of HR tools that support remote work

Not surprisingly, the role of technology in effective people management will be huge for 2022 and years to come.  HR tech in particular is having a moment. In consequence (in part) to challenges resulting from a transforming and more remote world and workplace. Managers are having to choose among many options for tools to drive digital employee experience.

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3. Implementation of HR tools that support remote work

Some managers opt for having many HR tools, others prefer only a few comprehensive ones.  The important thing is accounting for the many touchpoints in the employee experience. 

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4. Front and center: employee well-being

In a recent survey, 66% of professionals said there is now more emphasis on employee well-being than pre-pandemic. Combatting employee burnout is among top management trends. Employee burnout is now a real fear faced by people leaders. This, especially considering its effects on morale and thus productivity and performance.  

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4. Front and center: employee well-being

With essentials to employee well-being including job control (autonomy) and social support, more and more companies are seeking ways to provide these.  

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5. Focus on people analytics for business success

Certainly, data is highly valued in the journey towards sales and profit. With people-first cultures on the rise, the importance of people analytics has multiplied.  HR is no longer an administrative function, but one more empowered to contribute to business objectives and affect the bottom-line.  

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5. Focus on people analytics for business success

Fortunately, HR technology has brought forth the opportunity to make more data-driven people management decisions.  For example, novel tools may help track employee engagement levels in real-time, instill employee listening and centralize functions.  In sum, people analytics can help monitor, predict, monitor, 

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5. Focus on people analytics for business success

and understand employees. This, for the purpose of driving a better employee experience to attract and retain great talent.

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