Six workplace trends and predictions for 2023

Six workplace trends and predictions for 2023

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Happiness, balance and respect being recognised as the pillars of loving your work life

In short 60% of people are emotionally detached at work, and 19% openly admitted to feeling miserable in Gallup’s State of the Global Workplace: 2022 Report.  How can we respond? 95% of people who are thriving at work report being treated with respect all day and 87% report smiling and laughing a lot.

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Happiness, balance and respect being recognised as the pillars of loving your work life

But it’s not like you can hire comedians to walk around the office all day or buy a respect bell for people to ring when someone does something remarkable – respect and happiness are built through everyday behaviours, which managers can help facilitate. When you’re working on something, are you building in a review and feedback process 

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Happiness, balance and respect being recognised as the pillars of loving your work life

that offers the chance to provide people with the kudos they deserve? At the start, are you setting out clear goals and establishing stakeholders so that people have time to collaborate effectively with those who can make them smile and laugh throughout successful projects? And what about the day-to-day? Do people have

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Happiness, balance and respect being recognised as the pillars of loving your work life

the freedom to chat about non-work things that might brighten a gloomy day? Are there channels for people to provide public kudos when colleagues do something well? The point is, your culture and ways of working will determine whether people feel respected and happy. And those are both built by the examples you set and the little things we do every single day.

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Diagnosing employee stresses before rolling out wellbeing initiatives

In short Just 21% of employees are engaged at work. Alone, that’s concerning, but it’s more of a worry that while this number had been rising continuously since 2009, it’s stalled since the pandemic. How can we respond? Wellness and wellbeing seem to have become a mix of buzzwords, meme fodder

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Diagnosing employee stresses before rolling out wellbeing initiatives

and the cause of eye-rolling when another webinar or week of activities gets rolled out, BUT when it’s done well, it’s warmly welcomed! 75% of employees were likely to be loyal to an employer who showed a strong commitment to wellbeing. Commitment is the most important word in that sentence. A free lunch, a ticket to a wellbeing webinar, a

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Diagnosing employee stresses before rolling out wellbeing initiatives

PDF – these are all quick fixes that show little desire to understand the root cause of people’s wellbeing woes. For wellbeing to work, you have to understand why stress, sadness, burn out, and a poor work-life balance might be happening for the people in your company! A doctor wouldn’t prescribe something without establishing the real 

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Diagnosing employee stresses before rolling out wellbeing initiatives

problem at hand, and we should be just as diligent.  Send out surveys, follow that up by collecting anecdotal stories and use that to work out where your problems lie!

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Goodbye, legacy tech! It’s time for tools that solve current problems and reduce employee friction

In short 91% of employees are frustrated with work tech, and 57% feel legacy tech is holding them back, according to Freshworks’ State Of WorkPlace Technology Report. How can we respond? There are a few things that directly tackle the issues above: finding tech that fits with people’s current ways of 

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Goodbye, legacy tech! It’s time for tools that solve current problems and reduce employee friction

working, diagnosing problems effectively and pitching tech as the solution, and staggering how and when people use it.

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Better financial support that starts with open conversations

In short Unsurprisingly, given that we’re currently in a period of inflation, rising prices, and widespread cost of living crisis, financial worries are impacting how people feel at work! How can we respond? Unsurprisingly, most of the employee answers on how employers could support financial wellness came back

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Better financial support that starts with open conversations

to additional pay or subsidies that might reduce personal costs. But there was a very telling statistic: 50% of people aren’t comfortable discussing their financial situation with their employer, and if we’re going to offer better financial support, this is probably the best place to start. Without overcomplicating a delicate subject, this really is 

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Better financial support that starts with open conversations

one where you have to work out if the same problem exists in your business and why. Anonymous surveys are pretty much your best friend here. If people aren’t comfortable having that financial conversation in the first place, it stands to reason that they won’t be too keen on discussing why. Your job is to establish whether financial 

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Better financial support that starts with open conversations

stresses are impacting your people and how they manifest themselves in their day-to-day, as well as the reservations they have around discussing that openly. Only then can you understand the right actions, approaches, and conversations.

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The four-day work week: decision time and the question of productivity

In short From June to December 2022, more than 70 companies in the UK have been trialling a four-day working week. That’s more than 3,000 workers across 30 sectors who are receiving 100% of their pay in exchange for maintaining 100% productivity. How can we respond? There are countless different angles here, from motivation

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The four-day work week: decision time and the question of productivity

to the quality of tech, but we’re going to focus on one thing – dead time. Dead time happens when you don’t have instant, useful and consistent access to what you need, which drives you to distraction. You don’t have the latest pricing list, so you Slack a colleague… and wait. There’s a customer with a question you just don’t know how to answer, so you 

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The four-day work week: decision time and the question of productivity

forward the email to your manager… and wait. There’s no best practice set out for adding people to your system, so you give it your best shot and wait for the team meeting at the end of the week before adding more. When you look at it like that, it’s no wonder employees are spending all that time on other distractions!

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The four-day work week: decision time and the question of productivity

Four-day weeks might mean there are entire days of delay when people’s working days and hours vary so much, and hybrid working causes this to happen on a smaller scale. What you need to do is build consistent answers to people’s problems, add those into a single place and make them available on demand. Each time a challenge arises, the answer 

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The four-day work week: decision time and the question of productivity

they need sits at the end of a search in a single, consistent place – limiting this issue of waiting around for answers.

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So long, office bestie (why employees are now less interested in making friends)

vIn short Relationships with co-workers and managers came DEAD LAST in a recent study on factors influencing employee satisfaction, with compensation topping the list. A few months before the pandemic began, people were ten times more likely to stay at companies for friendships than financial reasons. The 

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So long, office bestie (why employees are now less interested in making friends)

workplace pal pendulum has swung in the complete opposite direction… How can we respond? This throws a few curveballs at us. One, even in these challenging times, we have to manage turnover and how it’s communicated to people. Seeing people you like leave is never easy, but it’s more painful if there’s poor communication – 

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So long, office bestie (why employees are now less interested in making friends)

be that a lack of transparency or poor timing.  We also have to reassess the messaging around our company culture, especially when we’re searching for talent. Your team might feel like a family, but not everyone is looking for a family at work anymore. They’re looking for a pay meritocracy, where hard work results in recognition, and 

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So long, office bestie (why employees are now less interested in making friends)

that’s reflected in their salary and benefits, and families are susceptible to favouritism!

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