The HR year in retrospect: 4 trends you want to bring with you to 2023.

We were just watching the fireworks and welcoming a new year, and within the blink of an eye, we’re here 12 months later. 2022 is coming to an end with new learnings from the HR and L&D landscape; remote and hybrid working is here to stay, that’s one thing we know for sure. But what else have we learned in the past year? What is crucial to bring into 2023? We have the 4 most important trends summarised for you!   

Trend #1: Human skills over technical skills. 

New technological innovations are transforming the way we work, new occupations are emerging and let's not forget hybrid and remote working! Jobs are becoming more and more automated which has resulted in the workforce having to learn new skills to keep up with these changes. Research done by McKinsey shows that these new high-level skills are becoming increasingly important for employees to master for businesses to meet the challenges of the future. But what exactly are these acquired skills of the so-called future?   

It’s all about soft skills! Or also known as human skills. The need for manual, physical and basic cognitive skills will be replaced with a demand for digital, social, emotional, and higher cognitive skills. Employees will have to learn how they can add value beyond automated systems and intelligent machines and know how to operate in a digital environment. One's ability to change to internal and external developments will also play a crucial role in the success of employees and organisations.   

Being able to continually adapt to changes in the way of working as well as having the right (human) skills for the job is key to staying relevant in the market for the upcoming years. Both as an organisation, and on an individual level. So, investing in soft skills in 2023 is a no-brainer!   

Trend #2: Invest in your organisational culture.  

Organisational culture connects employees to the mission, vision and values of an organisation and is often what drives how employees interact and engage with their managers, teams and clients. Even though culture is a big reason why employees stay at an organisation, it’s also one of the biggest reasons why employees leave. Just like the pandemic forced the workforce to look at alternative working solutions, it also affected the way employees experience culture.   

Recent research done by Gartner shows that only 24% of hybrid and remote workers feel connected to their organisation’s culture. The biggest reason for this change is that workers spend 65% less time at the office than they did before the pandemic. Gartner further explains that the problem is not necessarily the culture itself, but how workers experience the culture – or lack thereof. As employees can no longer experience the organisational culture through interactions in or around the office, managers must come up with alternative solutions in or around the office to keep employees connected.   

The solution? We have a few ideas bundled up for you!   

• Identify moments when your employees feel important, valued, or recognised. Bring them into the spotlight and make them feel seen.   
• Make your employees feel connected to work itself rather than their colleagues. What are the values of your organisation and how can you connect these with your employees' values?   
• Create micro-cultures to encourage connectedness both on- and offline. Think of small things that bring you and your employees together, what do you have in common? What small initiatives can you do to make everyone feel connected? That's a micro-culture!    

Trend #3: Let your employees design their learning path.   

Allowing your employees to design their learning path is key to long-term success! Not only for your employee’s personal development but also for your entire organisation. This way of learning is called micro-learning and has already been on the rise for quite some years now but is expected to boom in 2023. The educational format allows HR professionals to create their learning paths within their organisations by choosing which single activities are crucial for their learning goals. Think of an organisation that wants to focus on sustainable employability, by mixing various activities from courses on vitality, work happiness, and work-life balance they can ensure there is something in the mix for all employees. In this way, everyone gets a chance to learn in their preferred way and the organisation can reach their learning goals, we call it a win-win situation!  

Trend #4: D&I is high on the agenda!   

The topic of diversity and inclusion continues to grow and is one of the most important trends going into 2023. However, diversity and inclusion are more than just a trend, it’s something HR and L&D managers must act on today. Not only for the success and growth of the business - but as a fundamental human right. Of course, making this change is easier said than done and tackling this issue is not something that happens overnight. Like many things in life, it starts with creating awareness and sharing knowledge between individuals. Think of doing workshops together as a team where everyone can share their personal experiences, or why not invite a D&I professional to help you work on it as a team?  

Becoming a more diverse and inclusive organisation means that you give all your employees the same chances to succeed, you look beyond first impressions, and you use every individual’s superpower. Meaning, you accept people for who they are and you (try) to be aware of your unconscious bias. As an organisation, you must also be aware of generational differences and acknowledge that everyone has individual needs. Want more food for thought? Then you should download our LGBTQIA+ guide where you get 6 tips on how to become more inclusive! 

That’s a wrap!   

To summarise, the need for human skills in a more digital and diverse world is becoming increasingly important. Employees want to become better versions of themselves, both at home and at work. They want to become better leaders, communicate with their colleagues, be understood and be able to direct their learning path. And it all starts with you, their employer. Set up your employees with the right personal development opportunities and enable them to grow both professionally and privately. In this way, 2023 will be off to a great start!   

Want more information about GoodHabitz and how we can help you to upgrade your workforce? Discover more on our website: www.goodhabitz.com