What to expect in 2023: key HR issues for the year ahead

Following on from the previous article looking at the Top 5 HR issues that employers faced in 2022, this week People.je, the Jersey-based specialist in providing people and HR services, explores the Top 5 challenges and opportunities that will face local employers in 2023, and provides tips on how best to approach them.

Following a tumultuous 2022 for businesses, the looming cost of living crisis and the repercussions of the Covid pandemic mean that 2023 promises to be just as busy.

These are the Top 5 issues that People.je predict that their clients will be talking to them about next year.

1. Leader and Manager effectiveness

According to a Gartner Inc. survey, 60% of HR respondents rate Leader and Manager effectiveness as their number one priority .

With factors like social and political unrest, work-life balance and flexible work arrangements coming to the fore, business leaders are feeling the pressure to deal with how the future of work might look. People.je suggests that as these changes take place, leaders and managers must embrace a more human-centric leadership style.

An American Psychological Association survey showed that 75 percent of the participants said ‘the most stressful aspect of their jobs was interacting with their immediate boss.’

2023 will see HR being more supportive to managers as they help them put the ‘Human’ element back into HR.

There seems to be a movement starting that is trending away from ‘self-service solutions’ and moving back to ‘face-to-face’ interactions that encourage open dialogue and the building of better relationships.

2. Sustainability

Sustainability is no longer something that is ‘nice to have’ but is an integral part of businesses – but how can HR drive a business’s overall sustainability strategy?

Areas like attraction and retention, Employee Value Proposition, reward, policies, performance management, and employee experience are all being reviewed as key areas of HR. It is important that HR policies are ethical, impactful and ESG aligned so that a company is seen to be serious about their sustainability agenda and not just ticking the boxes.

3. Recruitment/Talent Acquisition

Anthony C Klotz, a professor of management at University College London’s School of Management, coined the term the ‘Great Resignation’. The ‘Great Resignation’ is the name given to the trend of people choosing to quit or change their jobs, or considering doing so in the near future, largely attributed to the work and life changes caused by the Covid-19 pandemic.

Klotz says although quit rates have more or less plateaued, he doesn’t expect them to drop in any meaningful way in the immediate future.

It is interesting to consider if ‘the great resignation’ really was triggered by the Pandemic or if Covid 19 simply exacerbated it, though whatever your thoughts on the causes, in effect Ālea iacta es – ‘the die has been cast’ and difficulties in recruiting the best people seems to be a problem that will stay with us into 2023.

People.je suggest these tips to help with your talent acquisition:

Offer flexible or remote work arrangements by developing onboarding programmes that promote new hire engagement in today’s hybrid environment; this also gives your company a competitive advantage as people are prioritising this when seeking out work/life balance
Look at retirees that are re-entering the workforce. This trend of ‘unretirement’ is due to declining retirement funds and the increasing cost of living
Review your application process so as not to miss ‘snagging’ the best candidate – a lengthy process may turn off a prospective candidate
Look at up-skilling current employees through personal development plans
Start a Mentoring Program
Offer a workplace wellness program

4. Focus on Total Wellbeing

Workplace wellness programs are a must-have if you want to win the battle for talent and retention. The program should be easily accessible (ideally via an App) and integrate with your existing company initiatives/platforms.

With more than a third of our lives spent at work, it’s important that businesses take the complete wellbeing of their employees seriously. Total wellbeing incorporates physical, emotional/mental and financial wellbeing. It makes business sense, as studies show that a happier workforce means higher productivity and lower turnover.

It is a win-win.

Employees are becoming less interested in ‘office-perks’ and are putting more emphasis on physical and mental wellbeing benefits. With the right wellbeing program in place, employees are also more likely to recommend you as a good place to work.

5. Diversity, Equity, And Inclusion

A great way to sum up Diversity, Equity, And Inclusion (DEI) is this: ‘Diversity is where everyone is invited to the party. Inclusion means that everyone gets to contribute to the playlist. Equity means that everyone has the opportunity to dance to and experience the music.’

With this example in mind, your business can ensure fair hiring across the board to establish an inclusive company culture. Run DEI workshops and educate teams on biases and discrimination. Promote a workplace culture that embraces differences and respect for other cultures.

Using an experienced outsourcing company such as Jersey-based people and HR service provider People.je, can help you devise a plan of action to help with all of these issues and more.