The employee trends for 2023 that HR practitioners need to nail

As we count down the weeks until Christmas and the New Year, many businesses and their HR teams will be turning their attention to what lies ahead in 2023 in terms of strategic objectives and how to achieve them.

The only certainty in the new year is uncertainty. Whatever comes of the cost-of-living crisis and the economic impact of businesses, the year ahead will be one full of challenges, problem-solving and difficult decisions.

2020 saw the pandemic and a seismic shift in how we all do business. In the HR sector we are still grappling with that impact to some extent, and the current political and economic climate is sure to add a new dimension to the thinking of business and HR leaders.

With HR at the centre of all of almost all business transformation, there’s little doubt that starting to plan early for 2023 is crucial.

So, where do the priorities lie for business in the next 14 months?

Employee experience

Latest trends suggest that focus is primarily fixed on the employee experience— or EX as it’s often referred to, particularly the new expectations around employee experience that have emerged in recent years.

Organisations now understand that a core priority is to continue to concentrate on talent (both acquisition and retention), leadership development and career development for employees, among many other things.

Beyond that, diversity, equity and inclusion (DEI) will also be top of mind. Great progress has been made by industry and commerce in embedding the values of DEI into the workplace, but there is clearly more to be done.

And squaring that virtual circle that is the legacy of the Covid pandemic will also be a key to ensuring employees are valued and remain productive. Businesses will need to understand what it truly means to be a virtual company, not just as leaders and managers, but also as employees.

There also needs to be a continuation in the evolution of understanding around what flexibility looks like for each employee in every function. Every individual is different, and organisations will need to reflect that in practice and policy.

Balance innovation with traditional values

Utilising new technologies to increase efficiencies, streamline processes and ensure adequate support is available is great – but too much change can be disruptive and counter-productive.

Businesses will need to ensure they are rolling out new programmes, policies and processes that create value and positively impact the employee experience without forsaking traditional approaches that work well.

Learning & Development

L&D has moved to the top of the priority list for many HR practitioners who recognise the value in arming their workforces with the skills needed to secure the future of their organisations.

In-person training and development rolled back significantly during the pandemic for obvious reasons, but it plays an important role in helping people to learn effectively and collaboratively.

Many organisations are now looking at ways to reintroduce in-person training and development options to ensure employees and their managers get the best possible experience along with demonstrable skills that upskill both the individual and the business.

If you’d like to know more about how Constantia Consulting can help you to plan for a brighter 2023, please get in touch – we’d love to talk to you.