Each year provides an opportunity for business and human management leaders to re-examine priorities and see what HR challenges and trends employers can expect in the new year. Many hope to understand industry trends impacting their workday and workforce, so they can prepare, respond, and adapt accordingly. How will the HR function continue to evolve? What's next? What awaits us for the next 12 months? Here are four human management trends that will shape the evolution of the workplace in 2023.
Workers are changing forever and want work to be personal.
The COVID-19 pandemic and its aftermath changed how people experience work, working, and the workplace. Traditions and conventions were questioned and challenged. Notions of job security were re-evaluated. Millions quit, seeking something different. “How do I integrate home, life, and work?” became an intentional act of self-examination. Since 2020, many have merged their personal and professional priorities to create a work-life integration, blending, not balancing, both sets of duties. In 2023, employers will continue navigating this integration. They must be prepared to talk to their employees about their personal goals, including those related to flexibility, purpose, and career paths, to understand how they can meet their wants and needs.
2. Workers provide real-time feedback, expecting a real-time response.
The collection and analysis of employee feedback to understand and improve the employee experience has accelerated, becoming a top priority for human resources professionals through surveys. In a recent survey of ADP’s clients, employee survey capabilities emerged as one of the top three priorities for professionals. Furthermore, digitalization has intensified teams’ expectations for real-time support. In other words, when issues arise, many expect immediate assistance. Some organizations have implemented employee self-service technology, survey solutions, and engagement platforms to address, identify, and talk to employees about their challenges as they arise, rather than after engagement and morale have been jeopardized.
Workers are empowered by data and expect transparency.
Concerns about data and how data is used may prompt some employers to re-evaluate their data management infrastructure and policies related to compensation in 2023. Progress in data privacy, specifically, will be essential to follow. Regarding transparency, pay awareness, pay ranges, and pay equity will continue to spark discussions and influence decision-making among employers, employees, and candidates. Pay data and benchmarking can serve as useful guides for leaders, even as discussions around pay transparency requirements, which have influenced how and when employers disclose salaries and wages, continue. Research suggests that employees support both pay transparency and learning about fair pay. According to Glassdoor:
- El 63% de los empleados prefieren trabajar en una empresa que divulgue información sobre pagos a una que no lo haga.
- 69% of employees% would like to better understand what a fair salary is for their role and skillset within their company and their local labor market.
- 70% of employees in seven countries believe salary transparency is good for employee satisfaction.
- 72% of employees believe that pay transparency is good for business.
4. Workers want to work differently and demand that employers find innovative solutions.
The pandemic and its aftermath reminded people of their ingenuity and adaptability. Changes in recent years have reinforced that transformation, creative solutions and ingenuity can, do and must happen to support approaches to work and leadership that prioritize people. Examples include providing flexible work arrangements and schedules, prioritizing skills over credentials, making data-driven decisions to support underrepresented groups, and solving inequities with data over time. In 2023, employers will benefit from leaders who view forward-thinking perspectives not as enemies but as allies. It will be useful to explore ways to introduce, create and support innovation. Data-driven leader development, providing skill enhancement and upgrade options through learning management, cultivating internal talent for professional development opportunities, customizing employee career paths, and broadening talent pools to attract people from non-traditional backgrounds are tactics worth considering.
About ADP and Advice
Serving over 990,000 clients (businesses) in 140 countries, ADP has the experience and scale to support organizations of all sizes, across all industries. ADP pays more than 39 million workers worldwide each month and 1 in 6 workers in the U.S. With integrated technology platforms, data analytics, and guidance strategies across all aspects of human capital management, ADP is focused on shaping the future of work.
Advice is a leading company in Uruguay in Human Resources Solutions that contributes to Decision Makers meeting their organizational objectives. It is the exclusive Partner of ADP in Uruguay and Paraguay.
