From The Great Resignation and Great Reshuffle to Quiet Quitting and Quiet Firing, 2022 had its fair share of twists and turns when it came to the global labour market. Despite the challenges faced by employers and employees over the past 12 months, several key workplace trends developed which will have a big say in how 2023 plays out, says Mark Onisk.
Firstly, in the post-pandemic environment, many employees don’t view work the same way they did just a few years ago. Perhaps the most obvious example is that remote working is here to stay for millions of people and employers everywhere. While this isn’t a universal phenomenon, it is part of a widespread change in mindset where employers are being more proactive to stay current, relevant and competitive for future generations of employees, even in this uncertain economic climate.
Next, among employees, there is a growing emphasis on career growth, with people focused on building more enriching and rewarding career paths. In many organisations, there now exists an implicit understanding that fulfilling roles must be underpinned by learning and skills development. As a result, investing in learning and growth is no longer a nice-to-have but a business imperative. This trend will likely persist as organizations’ most prized talent is asked to take on broader responsibilities as employers hold the line on new hires.
With this as a starting point, what does 2023 have in store for today’s agile and fast-moving working environments?
Economic uncertainty will change workplace culture
As businesses work through specific and often uncertain challenges, many people working in downsized organisations will find themselves taking on extra responsibilities. This raises the stakes for learning and development, which must help workers develop the broader skill sets they need.
Ideally, organisations will focus on building a culture where all employees have a level of proficiency across everything from power skills like problem-solving to tech skills such as data analysis. In this scenario, employers can ensure they have the adaptability and agility required in an uncertain environment. For the employees, it helps give them more control over their career direction.
Ethics and compliance will receive executive status
In 2023, it’s likely that the role of the Chief Ethics and Compliance Officer (CECO) will feature more heavily in the organisational charts of businesses around the world. This is primarily due to the increasing emphasis on ethics and compliance, not least due to the growing public and regulatory scrutiny emerging almost everywhere, as well as the emergence of ESG as a reporting requirement.
The role of the CECO will be to act as the custodian of corporate culture, ensuring that regulatory, legal and risk requirements are prioritised more effectively than before. This job description is more nuanced than a Chief Compliance Officer, as it encompasses a broader range of responsibilities that are consistently growing in importance.
For organisations that have not yet promoted ethics and compliance at the executive level, it might be time to rethink. To ensure these key responsibilities are met, the CECO must be able to fully evaluate and influence what’s working and what isn’t to act accordingly.
Blended, multi-modal learning will grow in importance
In the drive for efficiency and performance, blended and multi-modal learning will become more critical to organisations focused on investing in the growth of their employees and seeking to maximize their investment. From books and videos to virtual instructor-led training, the use of integrated platforms will help maximise learner engagement and enrich their experiences with a range of recommendations, goals and reminders.
These blended learning programmes will play an increasingly important role in helping employees build the advanced skill sets that will be in demand across the economy. Organisations that ignore the opportunities this offers risk falling behind.
Mental health will receive the attention it deserves
Research published last year revealed that over 80 percent of workers surveyed would prefer to work for companies that provide support for mental health concerns. This sends a clear message to employers everywhere that well-being – in body and mind – should be central to developing a supportive organisational culture.
This is, of course, a shared responsibility between employer and employee with the underlying objective that team members feel safe and supported at work. Indeed, the issues associated with workplace burnout continue to make headlines, with the recent resignation of the Prime Minister of New Zealand arguably the most high-profile recent example. In 2023, forward-thinking organisations will place mental health front and centre of their broader employee well-being strategies.
As we move forward into another uncertain year, it is incumbent on employers and their teams to work closely together to help create organisational success. By focusing on clear development priorities and balancing hard work with well-being, organisations can strive for a win-win of engaged, happy teams that deliver lasting business success.
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Mark Onisk is Chief Content Officer at Skillsoft.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
