With 2022 coming to an end, it’s time to catch up on the Human Resources trends that will be in place next spring, summer, fall, and winter so that no company is left behind.
Many organizations have already signed up for these and other trends to make a difference without further delay. We have listed the main ones in this post, which should not be missing in your human capital care strategy.
Why pay attention to Human Resources trends?
The management and care of people within a company is a continuous process and, desirably, in permanent evaluation. For a team to function properly, it is essential to examine what works, what should be imitated/avoided with respect to what other companies do, and what should be changed in the Human Resources area of a given organization.
After all, it is a matter of working with the most important resource a company has to carry out its mission: the people who make it up and who every day put their time, talent, and effort at the service of the corporate objectives.
How to assess the team’s needs
To analyze Human Resources trends, it is necessary to take into account the different areas that make up the work of this area. It is a vast and complex field that, contrary to popular belief, goes far beyond the tasks that normally fall under the label of “recruitment”.
First and foremost, there is a broad consensus in the business world on the need to learn the lessons that the pandemic and its management have left in companies. In a nutshell, a new landscape of employee needs and characteristics is described.
These needs and characteristics may have changed, sometimes radically, over the past two years. Moreover, we should not lose sight of the fact that they may be expressed directly or indirectly, may remain secret, and may even still be unconscious. Perhaps those who have them are still working them out internally, are still formulating them, or are becoming aware of them and assigning them words, degree of importance, and possible ways of satisfaction, however tentative.
What are the Human Resources trends in 2023?
1. Prioritizing workers’ mental health
The most important thing, and one that can no longer be delayed, is to pay attention to the psychological well-being of employees, placing this element at the heart of all corporate strategies. It is true that this has been done before, but the Human Resources trends for the coming months indicate that it will be further developed without “limiting” it to modulating stress, but rather by finding out what can facilitate more complete well-being and making concrete decisions in this regard.
2. Adapting the physical work environment
What has been learned in the last few years is that it is no longer so much a question of making definitive or static decisions about whether to work face-to-face, remotely or in a hybrid fashion in 2023. The challenge, instead, is to contemplate the combination of these formats according to the coordinated needs of workers and the organization. Without prejudice, being open to experimenting, betting on work formats that used to be scary but now can be an excellent way to adapt to the circumstances.
3. Flexibility in time use
Grid-bound and rigid workdays no longer fit many of today’s work environments. Therefore, 2023 will consolidate a new model in the flexibilization of the use of time within organizations.
The idea is to learn to use time as a powerful instrument within social benefits and emotional pay (e.g. rewarding with time in addition to money or material goods). In addition, it is necessary to improve work schedules to adapt them to the needs of employees and allow them to reconcile professional and other aspects in a way that is adapted to them. Some companies are re-structuring the work week by trying a four-day model instead of a five-day model – are they the first of many?
4. Improve training strategies
It is one of the Human Resources trends that never goes out of fashion. Through properly updated and executed upskilling and reskilling strategies, during 2023 it will continue to be essential to invest resources in the training and recycling of both soft skills and hard skills in the employees of the different departments.
5. Preventing psychosocial risks
Although it is a long-standing trend, identifying, measuring, and preventing the effect of psychosocial risks at work will continue to be imperative in the coming year. In addition to conforming to current labor regulations, the goal is to consider the protection of workers’ psychological well-being as one of the key tools for their performance, along with appropriate training, materials, and methodologies.
Preventing the onset of severe stress, anxiety, and depression, as well as boosting motivation, team cohesion, commitment and employee identification with the company’s mission statement, are key aspects for implementing a true productivity strategy that is sustainable over time.
6. Improve staff turnover rate
Labor turnover, especially when it is external (employees leave for other companies), is a major concern for HR managers because it involves a large resource expenditure and losing talent. In 2023, large companies will pay special attention to measures to prevent an increase in employee turnover.
7. Optimize internal communication processes
Internal communication in a company can be a very useful means to promote productivity and team cohesion or the opposite if it is not taken care of enough. One of the trends in Human Resources in 2023 will be to review the use of internal chats, email communication, and also the processes of one-to-one interviews (performance evaluation, exit interviews), which are very important to have an insight into the employees’ experience.
8. Increasing the efficiency of selection processes
The gateway for new talent to enter the company is always a selection process. However, when the phases of this process are disrupted, or when improvisation or mismanagement of candidates increases, the company loses efficiency and increases the probability of not recruiting the needed employees. For this reason, many companies will try to shorten the duration of the selection process, improve its content and reduce “dropouts” during the probation period while also reviewing the onboarding strategy.
9. Update the employee benefits program
Beyond enhancing emotional well-being through well-rounded services provided by professionals, it is necessary to review the current characteristics of the workforce to adjust the benefits program to employees, especially those who have joined in recent months. For this reason, social benefits will be included in HR trends in 2023.
10. Embedding diversity as a corporate value
Different academic backgrounds, ages, cultural backgrounds, or gender and sexual diversity issues can make for heterogeneous teams that are highly adaptable to changing and complex environments. Many companies will seek to put the diversity of their workforce members at the service of more sustainable productivity in 2023.
Helping Human Resources become a trendsetter
Ifeel has created an emotional well-being program for companies designed by its team of leading psychologists with one main objective: to help companies put employee health at the heart of their strategy to boost sustainable productivity.
Thanks to this partnership, the people in charge of human resources departments can receive personalized and data-driven advice on how to make good decisions in a company to accompany their team members even when they are going through the most difficult moments.
Moreover, this program offers employees a holistic mental health care service structured at different levels according to their needs. This service includes, if required, online psychological therapy with a psychologist specialized in cases like theirs. Try our program today so you can see how it could help you.
We hope you found this post about the upcoming Human Resources trends in 2023 interesting. If you want more information about our emotional well-being program for companies, simply request it, and we will contact your team as soon as possible. You may also be interested in this post about the advantages of using ifeel’s workplace mental health platform.