9 Trends Shaping the Workplace in 2023: How Leaders Are Making Their Companies Employers of Choice in a Competitive Talent Landscape
Grant Ian Gamble is a best-selling mindful leadership author and speaker. He has over 30 years of experience in leading teams to create innovative customer experiences, building engaged workforces, and developing leaders who prioritize mindfulness in their approach.
(Please note: As a mindful leadership practice, I use the term “team member” in lieu of “employee.”)
The workplace landscape has shifted dramatically over the past two years. The COVID-19 pandemic has forced businesses to adapt to remote work and hybrid models, and team members have been feeling the effects of burnout more than ever before. In 2022, business leaders were faced with unprecedented challenges, and 2023 is no different. However, how leaders respond to these challenges could determine whether thir companies become employers of choice.
Based on Gartner research, here are nine workplace trends that highlight the aspects of work that leaders must prioritize:
1. Employers are “quiet hiring” in-demand talent.
In 2023, organizations are embracing “quiet hiring” as a way to acquire new skills and capabilities without adding new full-time team members. This involves encouraging internal talent mobility, providing specific upskilling opportunities, and leveraging alternate methods to bring in team members with specific skills for high-priority tasks.
2. Hybrid flexibility is reaching the front lines.
Frontline workers, such as those in manufacturing and healthcare, need equitable flexibility to adapt to a more permanent era of hybrid work. Organizations are investing in improving their team member experience, including offering control over work schedules and paid leave.
3. Managers are finding themselves sandwiched between leader and team member expectations.
People managers are struggling to balance their team member expectations with performance pressure from senior leaders. Leading organizations are providing fresh support and training to mitigate the widening managerial skills gap and redesigning their roles where necessary.
4. Pursuit of nontraditional candidates is expanding talent pipelines.
To fill critical roles, organizations are becoming more comfortable assessing candidates solely on the skills needed to perform in the role. This involves removing formal education and experience requirements from job postings and reaching out directly to internal or external candidates from nontraditional backgrounds.
5. Healing pandemic trauma is opening a path to sustainable performance.
As the immediate COVID-19 threat has receded, team members are contending with long-term physical and emotional impacts. Leading organizations are supporting their team members by providing proactive rest, discussion opportunities to work through challenges, and trauma counselors to train and coach managers on workplace conflict.
6. Organizations are driving Diversity, Equity, and Inclusion (DEI) forward amid growing pushback.
HR departments are equipping managers with tools and strategies to engage resistant team members and addressing pushback early before it evolves into more disruptive forms of DEI resistance. This includes creating group-specific safe spaces and upskilling team members with definitive “how-to” guidance that enables allyship.
7. Getting personal with team member support is creating new data risks.
While using emerging technologies to collect data about team members can enable employers to respond more effectively to team members’ needs, they also have the potential to create a privacy crisis. Leading organizations are creating a team member data bill of rights to support team members’ need for healthy boundaries and are prioritizing transparency around how the organization collects, uses, and stores team member data.
8. Concerns around AI bias are leading to more transparency in recruiting tech.
Organizations that use AI and machine learning in their hiring processes are facing pressure to get ahead of new regulations. This includes being more transparent about how they are using AI, publicizing their audit data, and giving team members and candidates the choice to opt-out from AI-led processes.
9. Organizations are addressing workforce-wide erosion of social skills.
To successfully create intentional interactions among team members, leaders are focusing on team member choice and autonomy, a clear structure and purpose, and a sense of levity and fun. Companies are positioning themselves for future success by designing robust future-of-work strategies that get ahead of these trends and address emerging challenges proactively.
The workplace landscape is constantly evolving, and leaders must adapt mindfully to keep up. The organizations that are succeeding in 2023 are those that are prioritizing acquiring and retaining critical talent, supporting all team members holistically, and confronting how they ethically collect and use team member data.
Overcoming Burnout and Building Resilience: Strategies to Help Prevent Burnout and Help You and Your Team Thrive in a Fast-Paced World
In this article, I’ll share some of the strategies and tools that I’ve used to help prevent burnout in myself and my team, and how you can apply them to your own leadership style.
Burnout is a pervasive issue that affects many people in today’s fast-paced world. It is a state of chronic stress that occurs when we experience prolonged periods of exhaustion, cynicism, and detachment from our work or personal lives. According to productivity expert Chris Bailey, burnout can be described as a “diminishing returns problem,” where we become less productive and efficient as we work longer and harder.
The Office is Where Your Laptop Is
Similarly to the migration of retail to online, COVID has provoked a transition of thinking about where team members actually need to physically be in order to do their job well.
As we adjust our perceptions of what work looks like post COVID, there exists a gulf between what was and what will be when it comes to office geography. Companies have already begun divesting themselves of offices and buildings they formally saw as essential in order to house their workforce. Conference rooms lie dormant and have been replaced by Zoom calls. The office phone system has similarly been replaced by cell phones, text messages and FaceTime.
How to Improve Your Quality of Life by 33% Today
I touched on the importance of sleep in my article, “Three Foundations & The First Step Toward Mindful Leadership.” As I explained in that piece, quality sleep is one of the central foundation stones of optimal physical and emotional health. And yet it is underrated by some, and elusive for many.
As with many things, getting great sleep can be a process.
The first step in this process is truly understanding, and appreciating, the importance of sleep to our health and emotional wellbeing.
CUSTOMER EXPERIENCE & TEAM ENGAGEMENT: AFFINITY OS™ | WELLNESS INTEGRATION | MINDFUL LEADERSHIP: "THE AFFINITY PRINCIPLE"
0475 866 592
The Affinity Principle™ by Grant Gamble presents a formula for business success through a people-centric, mindful leadership approach.