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Workplace Trends 2023

06Jun
Green KeyGeneral Interest, Green Key News, Human Resources, Leadership + Management, Worklife

We previously highlighted the new recruitments trends expected to take off in 2023. But what about the workplace? Work environments and challenges change year to year and 2023 will be no different. It’s not only important to be aware of these corporate trends, but to determine how, as an employer or manager, you might respond to them. 

Millennials and Gen Z 

As the younger generations enter and fill the workforce, we are likely to see new and refreshing talent in corporations, as well as policy changes as the years go on. Generation Z, specifically, has a very unique outlook on their careers and workforce. They value diversity and the importance of representation in branding. For employers, this might mean partnering with universities to adopt female and minority candidates, considering their generation’s tech skills for specific projects, and creating mentorship programs with older generations in order to blend talent together. 

Remote & hybrid flexibility for frontline workers 

It’s no secret that more and more companies are trusting their employees to work from home. The pandemic forced many organizations to realize the benefits of remote work, both financially and mentally. However, in 2023, more frontlines workers, such as those in healthcare or labor, are looking for these opportunities as well. The Harvard Business Review mentions that Our research has found that frontline workers are looking for flexibility when it comes to what they work on, who they work with, and the amount they work — in particular, control over and stability in their work schedule, as well as paid leave.” 

Internal and “quiet hiring” 

Many companies are beginning to hire and promote from within. The idea of “quiet hiring,” for example, is the practice of moving employees to different areas of the organization, depending on demand for resources or skills. For employers to compensate for this strategy, they will likely have to offer raises, promotions, or additional PTO. The younger generations are more likely to leave a company due to lack of opportunity, which means employers are responding by hiring and promoting from within. 

Employee support & advocacy 

DEI initiatives, employee support, and strong benefits are more important now than ever. In 2023, this means using technology and automation to collect private information and opinions from employees. Being able to use this technology, while also maintaining privacy and storing data appropriately, is a huge HR responsibility coming into the new year and beyond. 

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Human Resources
Jun 6, 2023

How the World of Work Is Changing

Human Resources
Jun 6, 2023

How the World of Work Is Changing

“The COVID-19 pandemic has fundamentally changed employment,” declares this year’s Labor Day Report from Littler Mendelson, one of the largest employment law firms in the world.

“The challenges employees and employers continue to face this Labor Day are enormous and unprecedented. Even when the coronavirus is finally behind us, many of these challenges will remain,” says the report, released on Labor Day.

In five, to-the-point parts the report lays out the current employment situation, explores the changes the pandemic has forced upon the world of work, details the legal complexities and examines federal and state efforts to cope with the crisis.

Business leaders and human resource professionals will find the legal section especially useful. There, the report authors discuss the COVID-inspired lawsuits with a focus on employment issues. The report examines wage and hour cases, layoffs, ADA discrimination, safety and health and similar matters.

In its provocative fifth section, the report attempts to predict what lies ahead, admittedly, says the report, “a fool’s errand.” Nevertheless, it highlights “certain factors and variables” the team of writers suggest will influence the US recovery and put a stamp on the durability of the employment changes COVID-19 has compelled.

Consequently, most of the predictions are really directional signposts, things to watch, rather than outright forecasts. Indeed over half the 10 entries discuss the various surveys and metrics to monitor in order to better judge the direction of the economy and the mood of consumers.

For example, to judge the health of the nation’s small businesses, which the report says is a “bellwether for the economy as a whole,” watch the Census Bureau’s Small Business Pulse Survey.

“The survey asks 20 key questions worth monitoring, including whether small businesses permanently or temporarily closed a location, are operating at the same capacity relative to one year ago, are receiving federal financial assistance, or have changed their operations in other ways.

“How these responses trend over the coming weeks could be informative,” advises the report.

Among the 10 entries in the section are three hints about the future of work:

  • The gig economy – “independent contractor work” the report calls it – will expand, helping to replace jobs that have permanently disappeared. “Because the economic recovery will be long and protracted, individuals will need to look to other avenues find work,” says the report.
  • Online shopping has expanded so much that it may have accelerated the closure of physical stores. In addition, “crowd avoidance may influence the number of people who plan to attend concerts and theaters, take public transportation, or travel when the pandemic subsides.”
  • “A safe and effective COVID-19 vaccine will go a long way to revitalizing jobs that require close personal contact, and boosting consumer confidence.”

The report concludes saying, “The challenges of the past six months have tested the resolve and resiliency of the U.S. population and economy. How businesses fare in the next six months may indicate how long these current struggles will last.”

Photo by Ben White on Unsplash

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Healthcare, Information Technology, Leadership + Management
Jun 6, 2023

Tech Team Leadership Takes More Than Coding

Healthcare, Information Technology, Leadership + Management
Jun 6, 2023

Tech Team Leadership Takes More Than Coding

You’ve just been tapped to lead a development team on a new project. It’s a sign of the company’s confidence in you and the opportunity you’ve been wanting for a while.

Now that you’re back at a workstation, reality is setting in. What do you need to get your team on board and rowing together?

In a word, it’s leadership. And that has far less to do with your coding skills than your ability to communicate, motivate and collaborate. Your team will look to you for guidance in setting priorities, advocating for them up the food chain, and working with them to solve problems.

“In today’s world,” says The Ohio State Engineer Magazine, “It is essential for an engineer to possess strong communication skills; it is the biggest determiner of success in the modern engineer’s professional career.” This goes double for project leads and managers.

Clear communication starts with knowing the details of the project, defining the end goals clearly, assigning roles and setting expectations. Clarity is essential, so even when you see nodding heads, don’t assume everyone understands. Ask for discussion. A diplomatic way of ensuring your team understands what needs to be done is ask if the process and goals are realistic; does anyone see any potential problems. Invite pushback on the timeline.

Besides uncovering misunderstandings or communication gaps, you’ll demonstrate your openness to disagreement and differing points of view. Creating an environment of psychological safety is the single most important component of team success, according to Google, which exhaustively studied team leadership.

A Slack blog post describes how a team lead creates psychological safety:

  1. An empathetic approach – “Strive to read your teammates. Are they content, stressed out or struggling?… Aiming to empathize with their point of view is key to gaining their trust.”
  2. Practice active listening – This means listening to understand what the person is saying rather than thinking of how we will respond.
  3. Avoid finger pointing – Constructive feedback is helpful. But blaming does nothing good. When problems arise — and they always do — focus on how to solve them. Involving the team in finding solutions is often a smart way to find creative ways to resolve problems.
  4. Be humble – When you make a mistake, admit it. When you’ve been short with someone, apologize. Say “please” and “thank you” often.

Image by Free-Photos from Pixabay

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