The concerns and changes within HR have been recognized over the past few years with the priority of employers during uncertain times. According to Career Builder, 61 percent of workers say they are burned out in their current job. HR managers believe that burnout has serious consequences on employee retention.
2023 will continue to challenge new changes and adjustments to the company’s work policy as a result of employee’s concerns for work life balance. We’ll be sharing three HR predictions that will be a highly discussed topic for 2023.
The Rise of Digital Nomads
We’ve seen offices open back up for employees to return back to in-person interactions at work this year. However, the need to be in the office to work has diminished since employees have been able to adapt to remote work environments due to the pandemic. A study by Stanford shares that working from home increases productivity by 13 percent, which has caused many companies to update their work policy to hybrid.
The new age of digital nomads will continue on into 2023. Companies will begin to regulate and formalize policies to support these nomadic work trends to reduce the risks of disintegration of the social bond on the one hand and the tax and social security risks on the other. If this trend of nomadism is inevitable, the best employers must, in my opinion, invent new “employee experiences” to make employees want to reinvest in their workplace. All of this, if skillfully combined with a culture of trust and acceptance of nomadic work, can create great corporate cultures that are recognized by talent and candidates.
Quiet Quitting & The Great Resignation
At the height of the pandemic in 2020, drastic changes affected work life balance, which kickstarted the great resignation that emerged across the US and in other countries. Following in 2022, the ‘quiet quitting’ trend surfaced as employees are refusing to engage in any additional commitments outside their scope of work (for example: staying late, working overtime, attending non-mandatory meetings).
Quiet quitting will continue in 2023 because in a labor market with a shortage of talent, workers are increasingly daring to put their personal lives and their commitments first and make decisions on their professional, financial and economic choices following this criteria. Gallup estimates that at least 50 percent of the entire American workforce are now quietly quitting, which means companies will have to prioritize how to re-engage, motivate and empower their employees.
Successful Employers Increase Investment in Employee Experience and Skill Development
The power of employee investment contributes to the overall business success.
In 2022, arguably the most important challenges that employers aimed to address were employee health and wellness, diversity, equity, and inclusion (as it applies to culture, benefits, etc.), employee retention, work set up (hybrid, in person, remote or a mixture), and quiet quitting.
Employers who work ahead and want to minimize quiet quitting must take employee investment and experience seriously. The topics of employee health and wellness, diversity, equity, and inclusion will continue to remain critical for employees in 2023:
- The investment of talent development and support in employee’s growth within the company.
- The question of how the company positions itself with regards to its social responsibility and defines the meaning of work and the convergence between personal impact and collective impact.
- Employers will be challenged to take the time to hear out employee concerns and feedback in regards to their health and wellness and how will their employers address their concerns to improve their work environment.
- Mental wellness will continue to be a major priority for employees and employers will need to acknowledge their role in providing the proper resources for their employees to turn to.
To summarize, what we expect to see in 2023 will be the continuation of prioritizing the focus on enhancing employee experiences and the normalizing hybrid/remote working environments. The ‘quiet quitting’ trend will be ongoing as employees are putting their mental health and wellness first. However, companies will address these concerns to keep their employees engaged and motivated.
Meet Laure Rudelle Arnaud, Chief People and Impact Officer at Sendinblue – the leading all-in-one digital marketing platform for small to medium-sized businesses. In her role, she oversees the company’s talent management, employer brand, competitive benefits, and social and environmental strategy, while reinforcing Sendinblue’s role as a top technology company that prioritizes employee development and workplace culture. Laure comes from 15 years of human resources, strategy consulting and public affairs experience. Most recently, she was the Head of People for NFT startup, LaCollection.io, and previously, she was SVP of Human Resources for HQ & Group Executives for Sodexo. Under her watch at Sodexo, Rudelle Arnaud deployed comprehensive leadership development programs for high-potential and C-level employees, and launched global diversity and inclusion initiatives for its employees.