Over the last two years, HR leaders have been presented with numerous unprecedented challenges to overcome, from hybrid working models to changing employee attitudes. As we move into 2022, these three trends will be at the top of HR leaders' minds as organizations look to create more forward-thinking plans to deal with this new normal.
Hybrid work models
At the beginning of the pandemic, we saw millions of people migrate from traditional office spaces to remote work. While many people didn't think this transition would last more than a few months, two years later, it has practically become the norm. A recent Gartner report forecasts that by the end of 2022, 53% of the U.S. workforce will be operating remotely. As employees increasingly prefer remote options, companies need to consider how they will adapt their operations to these changing work structures.
The massive shift to remote work has sent ripples across nearly every industry. As hybrid models become the default arrangement, executives must take a critical look at how they can provide equitable working conditions for employees inside and outside of the workplace. This is especially important during meetings and group discussions and absolutely essential to fostering a positive workplace environment.
The Great Resignation
The Great Resignation is an ongoing crisis fueled by aging employees, workplace disparities and the pandemic, and it's not expected to stop in the next year. According to the U.S. Bureau of Labor Statistics, there were 10.6 million job openings on the last day of November 2021, and that same month saw 6.3 million people leave their jobs. While 2021 saw companies scrambling to figure out the new normal, 2022 will be about finding more proactive approaches to dealing with the challenges we're currently facing and those to come. This includes reevaluating employee retention programs and recruitment strategies to ensure organizations maintain a healthy workforce.
Employee well-being
One of the ways to stem this mass exodus is to ensure the health and safety of your employees and prevent burnout. This means looking after your employees' physical and mental health by improving working conditions and creating strong support systems. Forbes provides a few concrete examples to address employee well-being; for example, business leaders should start including mental health benefits such as wellness programs. Additionally, checking in with employees is an excellent way to guage their stress levels, and providing flexible schedules promotes a healthier work-life balance. It's also vital to give managers the proper training to respond to physical and mental health concerns. Not only will employees personally benefit from these additional resources, but they will also improve productivity, as a happy workforce is a hard-working one.
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