The New World Of Work: 5 Trends To Watch For 2022

The New World Of Work: 5 Trends To Watch For 2022

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1. Education as a benefit

Gone are the days of one-off professional development courses.  Employers that are leading in the future of work are now offering employees at all levels the opportunity to earn degrees.  Case in point: Amazon, Macy’s, and Starbucks. Historically, employers have spent 80% of 

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1. Education as a benefit

their professional development dollars on their highest wage earners.  We will see that in 2022 and beyond, more employers will shift to adopt an “education as a benefit” strategy to attract, retain and grow their workforce at all levels.

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2. Caregiving as a benefit

In 2021, women left the workforce in record numbers—in large part, due to their unpaid family caregiving responsibilities.  Employers who want to keep brilliant women in the workplace will step in where our government has waffled by providing caregiving as a benefit. 

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2. Caregiving as a benefit

Gone are one-size-fits-all benefits like free lunches and gym members—start-ups like Compt are personalizing benefits to individual employee needs and preferences.  It allows employees to use benefits to cover education, caregiving and anything else that is essential in the moment.

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3. Talent as a service

While we can expect the attrition rates we’re seeing during the Great Resignation to subside over time, three things will remain: higher expectations for employers to meet employees where they are, an increased number of people who are out on leave for longer periods at any given time, and lower longevity — with the average employee tenure at 

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3. Talent as a service

some high-growth companies now estimated to be as low as 1.8 years. This confluence of trends means that companies will need to find creative ways to outsource talent.  Similar to software as a service, talent as a service is a model that allows employers to hire flexible talent when they need it, 

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3. Talent as a service

for as long as they need it. New players in this space like SV Academy and Colaberry are placing and training for highly-skilled roles in emerging career fields.

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4. Rising employee power

With rising instability and labor shortages, many organizations are unable to operate on a business model predicated on low wages.  There will be a push to attract employees by offering greater access to equity and ownership.

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5. Jobs-first higher education model

We will see a significant expansion of the jobs-first higher education model being piloted at National Louis University with Propel America (and emulated by others).  This move will blur the lines between workforce and postsecondary education and enable learners to simultaneously earn high-value certifications that have 

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5. Jobs-first higher education model

historically been categorized as non-credit earning college credits that can be used towards stackable associate or bachelor degrees.

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