The holidays are here, and with it comes scrambling to finish end-of-year (EOY) duties. Despite the merry – and sometimes hectic – times that December brings, it’s important to begin thinking about the new year’s priorities and what 2023 will bring.
The world is rapidly changing, and factors such as a looming recession, increased inflation and shifting employee needs may make trying to imagine the year ahead overwhelming. However, planning ahead will help ensure that you’re prepared for whatever 2023 may bring.
You may see lots of different information about what to expect in 2023, but it can be broken down into some main categories. Here are three of the most impactful priorities for the new year.
Priority 1: Well-being
If the COVID-19 pandemic has shifted any part of the HR experience, the most prominent may be wellness. Trends in 2022, such as The Great Resignation, have put the spotlight on employee well-being. And, according to 2023 predictions, that will continue into the new year.
Nearly half (46%) of people in Glassdoor-Indeed’s 2023 Hiring Workplace Trends Report say that their expectations of happiness at work have increased in the last year, and nearly all (86%) respondents say how they feel at work impacts how they feel at home.
If you needed another reason to put an increased focus on well-being, McLean & Company’s HR Trends Report 2023 found that more than a third of all respondents reported a higher level of stress as well as burnout. However, the report also found that respondents with a higher sense of purpose were less likely to experience these symptoms.
How you can get a head start: As many companies scale back recruiting and hiring in the face of an unstable economy, now may be the perfect time to focus more on providing a top-notch company culture and mental health benefits. Before the new year, consider surveying employees on how happy they are at the company and how meaningful they feel the work they’re doing is to help develop a strategy to improve employee well-being in 2023.
EEOC Poster Change
Priority 2: Diversity, Equity and Inclusion
Diversity, Equity and Inclusion (DEI) will be top of mind for many HR professionals as we head into 2023.
Surveys such as Lattice’s State of People Strategy and HR Trends Report 2023 list DEI among the top priorities for HR, although McLean & Company found that DEI ranked lower as a priority compared to 2020 and 2021.
Glassdoor-Indeed’s report also predicts an emphasis on DEI efforts. However, the same report found that the interest in DEI is broken up generationally, with younger generations being more likely to consider leaving a job if DEI efforts were not up to par or a gender imbalance in the leadership team.
The continued and possibly even increased focus on DEI may be correlated to younger generations making up more and more of the workforce, who tend to be more open and vocal about issues relating to social justice and equity.
How you can get a head start: For many companies, simply “talking the talk” about DEI won’t cut it anymore. Although most HR departments have DEI strategies, do you know if they’re truly impactful? Collecting data on the impact of your DEI efforts will help you shape and update your strategy for the new year and see where you can improve.
Priority 3: Flexible work
There has been a seemingly never-ending war between companies that want workers back in the office and employees who won’t give up the freedom that comes from flexible work.
Even with companies wanting in-office work back to curb productivity concerns and increase collaboration, remote work may be here to stay in 2023. Glassdoor-Indeed predicts a shorter supply of candidates in a tight labor market, meaning employees will have the upper hand to get their needs met.
The report also found that wanting a remote job is one of the top reasons employees reported wanting a new job.
How you can get a head start: In the face of economic uncertainty, rigid back-to-work policies may end up having a detrimental effect on employee satisfaction and lead to turnover. Use the rest of the year to identify pain points that flexible work brings so you can work on finding a happy middle between employees and leadership in the new year.