2023 HR Top Trends and Priorities

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In just a couple of months, it will be 2023! Can you believe it?! According to Marty McFly, everyone should have hover boards and able to instantly rehydrate an entire dinner. Even though Marty may have been off by a few years, human resources has been catapulted into shaping the future of the workplace. 

Human resources have changed drastically since the pandemic began 2 ½ years ago and has continued to evolve and shift to accommodate the growing competitive labor market and generational shift. Each year, priorities and trends have shifted very much in line with people-centered leadership and culture, first. Human resource leaders are being asked to implement changes focusing on ensuring top talent, employee experience and well-being, and understanding diversity, equity, and inclusion (DEI). 

So, let’s take a look at the top trends and priorities for 2023.  

Flexible Work Schedules 

During the pandemic, companies were forced into remote working, but as we have come through, employees are wanting flexible, more hybrid, work options that allow for the more personal choices. Employees want to work but not necessarily 9 to 5. Companies are seven times more likely to attract applicants if offered flexible work options.  

In 2023, companies will need to creatively explore various remote working options that include managing cloud based and online formats. Human resources must implement online HR systems that allow out of office flexibility.  

Change Management 

Another side effect of the pandemic is too much uncertainty and change. Yes, employers have had to learn and adapt to all the information and change occurring. In turn, it has created a fatigued and hesitant employee. With the introduction of new technology and economic uncertainty, no wonder employees grow tired. And then on top of that, how many great ideas have you come up with, told your teams, and then never followed through to see if effective or 100% put in place?  

HR leaders need to navigate the change and foresee potential impact and fallout the change may have not only in work but employee well-being as well.  

Employee Experience and Well-Being 

A recent survey conducted showed that 3 out of 4 employees are looking for a new role outside current company. It all starts on Day 1. The employee experience is more than the steps; it is about how the employee feels in their current role and their future within the organization. Development and value are essential in creating a successful employee experience that will enhance an employee’s well-being. Employers must make employee well-being a priority. When an employee is happy, focused, and feels secure, job success is certain. On the other hand, employees who are stressed with zero sense of commitment, will, at most, give 20% to the job.  

Leaders need to have frequent check-ins with employees to gauge where they are in their role and develop a personalized success pathway for the employee.   

DEI 

Diversity, equity and inclusion or DEI seems to be the hot topic within HR recently. Within those conversations, it all comes down to belonging and acceptance. Employees desire to feel accepted for who they are and not fit into the box employers place them in. Today, more generations are recognized within the workplace than ever before. It is not just age, but sex, religion, physicality, economic situations, and race. Understanding and listening to each age group will encourage growth, acceptance, equity, and inclusion.  

DEI must be discussed amongst leadership and demonstrated intentionally to create the culture of acceptance and belonging.  

Recruiting 

Ok, so recruiting is not necessarily a new trend or priority, but it is something to evaluate often and adjust when needed. Ask yourself:  

  • Are you using the best sourcing methods? 
  • Are you looking in the right areas to recruit? 
  • What other methods should you be using? 
  •  Is it time to utilize technology more?  

Technology is your friend. Job boards such as Indeed, LinkedIn, Monster are great, but it is not all that is available. HR department need to bring in marketing to help utilize social media to reach the younger generations. TikTok and Instagram are great platforms to reach Millennials and Gen Z 

One major area in recruiting that often gets overlooked is internal training and advancement. When the labor market gets difficult, employers must create an environment where they are not so reliant on external hiring. Internal advancement and referral hiring are strong tools to fortify your future workforce.  

HR trends and priorities are ever changing and evolving as we have seen in the past few years, and I am confident the trend will shift a year from now. But the one element that has remained constant is the human element. Companies must never forget that people walk through your door and the employee is the one who does the job. Companies hire people, not employees.  

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Marcie Richardson

With over 20 years of HR experience, Marcie understands the struggles companies face in compliance regulation and policy structure. She recognizes that effective company culture and policies start with how we treat employees. As the Director of Human Resources for Guarantee Restoration Services in Baton Rouge, Louisiana, she values the need for a strong company culture to ensure operational continuity. Marcie obtained her IICRC in WRT and ASD because she believes to truly understand the needs of each employee, you need to understand their job. Marcie also holds a Louisiana Department of Insurance License in Health, Life & Accident.

marcie@guaranteerestoration.com
www.guaranteerestoration.com

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