5 future of work trends you need to know

As we enter the third year since COVID-19 came into existence, the virus has proven to have a lasting impact on the future of work, writes Aaron McEwan, VP, Research & Advisory at Gartner.

In 2023, organisations face historic challenges: a competitive talent landscape, an exhausted workforce, and pressure to control costs.

In this environment, it’s imperative to tackle the following trends as your organisation sets strategic workforce and talent goals.

Trend #1: ‘Quiet hiring’ offers new ways to snag in-demand talent

‘Quiet quitting’ went viral in the second half of 2022; the notion of employees refusing to go above and beyond in their jobs, focusing only on doing the bare minimum. While businesses retain people in this process, they also lose skills and capabilities.

In 2023, savvy HR leaders will turn this practice on its head with ‘quiet hiring’; acquiring new skills and capabilities without adding new full-time employees. This can manifest through better utilisation of current employees, by focusing on internal talent mobility to ensure priorities are addressed; or by identifying upskilling opportunities.

Alternate approaches, such as leveraging alumni networks and gig workers, should also be considered to bring in talent as and when needed flexibly.

Trend #2: Pursuit of non-traditional candidates expands talent pipelines

For years, companies have talked about the strategic value of expanding and diversifying their talent pipelines. Now it’s time to put those words into action, especially as two key trends emerge: a shift towards non-linear career paths and organisations failing to meet their talent needs.

Gartner research found that 56 per cent of candidates are applying for jobs outside their current area of expertise – a figure we expect to climb further in coming years.

To fill critical roles in 2023, businesses need to become more comfortable assessing candidates solely on their ability and potential to perform in the role, not their credentials and prior experience. It’s more urgent than ever to rethink outdated assumptions about qualifications.

Trend #3: Healing pandemic trauma opens paths to sustainable performance

Employees are still experiencing pervasive mental health challenges because of recent societal, economic and political turbulence. This may decrease productivity and performance, as well as increase workplace conflict and no-notice quitting.

A recent Gartner survey found that 82 per cent of employees now say it’s important their organisations see them as a whole person, rather than simply an employee. There are a few ways in which employers can actively implement that sentiment into practice.

Encouraging proactive rest is a great way to help employees maintain their emotional resilience and performance. Introducing initiatives such as no-meeting Fridays, allotted wellness time and paid time off prior to high-demand working periods can help prevent the need for recovery after burnout.

Providing safe, non-judgmental spaces for employees to discuss challenging topics is also recommended. This could be done by offering access to onsite counselling with professionals, as well as training managers on how to deal with workplace conflict.

Trend #4: Organisations push DEI forward amid growing pushback

As businesses bolster diversity, equity and inclusion (DEI) efforts, some employees are showing signs of resistance. Gartner research indicates that 42 per cent of employees believe their organisation’s DEI efforts are divisive, and two out of five feel alienated by – or even resent – their organisation’s DEI initiatives.

While many organisations ignore employee pushback through fear of validating it, left unchecked, it may decrease engagement and inclusion, and ultimately result in attrition. In 2023, savvy leaders will address the opposition early, before it evolves into more disruptive forms of resistance.

Trend #5: Gen Z skills gaps reveal workforce-wide erosion of social skills

The social isolation brought about by the pandemic has hit young people hard. A recent Gartner survey found that 46 per cent of Gen Z employees feel the pandemic made pursuing educational or career goals more difficult, and 51 per cent said their education had not prepared them for work.

Gen Z has missed out on developing soft skills, such as negotiating, networking, public speaking, as well as the social stamina and attentiveness required to work long hours in an in-person environment.

This lack of experience and preparedness may negatively impact companies, especially as they aim to hire cheap talent in a tight labour market. But it’s not just Gen Z – everyone’s social skills have eroded since 2020. Organisations need to redefine professionalism for their entire workforce to address this. 

Time to get savvy

As we move through some challenging workplace trends, human resources practitioners must get savvy to maintain a strong workforce. Expanding current employee capabilities, broadening talent pipelines, and taking a holistic approach to employee health and social skills will be key to workforce management.

Want more? Get our newsletter delivered straight to your inbox! Follow Kochie’s Business Builders on Facebook, Twitter, Instagram, and LinkedIn.