Reconsideration of Remote Work, Improvement of Hybrid Work Conditions, Artificial Intelligence, and a Growing Challenge of Talent Retention… These are some of the significant highlights experienced by HR professionals in 2023, analyzed in detail.
As 2023 comes to an end, as customary on Isarta Infos, we take these last weeks of December to step back and reflect on the major markers of this year. Concerning the world of human resources, a brief look at our dedicated HR and employer branding section reveals some notable trends and developments in 2023.
- Remote Work: A Rebalancing Ahead…
Last year, at this same time, after two years marked by the pandemic, we indicated that hybrid work was no longer a question. This is not to challenge that observation but to soften it. As mentioned a few months ago, there seems to be a swing back. Figures like Sam Altman (OpenAI), Bob Iger (Disney), Elon Musk (X/Twitter, Tesla)… Numerous American CEOs have put a halt to this practice that had widely developed due to lockdowns, asking their employees to return to the office.
The reason? A decrease in productivity. According to a study by MIT, productivity would decrease by an average of 18% for new employees working exclusively remotely and full-time. A finding shared by a study from Stanford University, pointing to a productivity decline of 10% to 20% in remote work. Interestingly, according to the latter, employees perceive themselves as more effective at home… while managers think the opposite!
It’s challenging to make generalizations on this vast and sometimes intangible subject of the relationship between remote work and productivity. However, the number of days worked from home seems to have reached a ceiling and may reduce in the years to come. According to a survey by KPMG, two out of three CEOs interviewed wish for a complete return to in-person work… within the next three years at most! This desire seems quite futile, especially in Canada, the country with the highest prevalence of remote work globally.
- Remote Work: … and Ongoing Improvement of Conditions
In parallel with this relative swing back, we have observed a proliferation of initiatives this year to mitigate the negative effects of remote work, particularly issues related to information overload or isolation.
Digital strategist Rachelle Houde Simard even dedicated a book to this topic this year, “SOCIABLE – Building a Strong Company Culture in a Hybrid World” (September publisher). Among the trending measures seen and heard this year: the right to disconnect, office redesign, or the establishment of specific rituals such as during lunch.
- Artificial Intelligence… of Course!
How can we not mention this immense trend of 2023, symbolized by the rapid rise of ChatGPT and the concept of generative artificial intelligence? The 10th edition of the TruMontréal HR event dedicated its entire program to this theme this year. Our conference at the HR Congress also focused on this topic.
It’s a nascent subject where use cases are still being constructed. But it already sees proponents of rapid AI progression in HR clashing with more skeptical individuals, concerned about the evolution of a fundamentally human sector.
- Talent Retention at the Center of Concerns
The Great Resignation did not happen. At least, it did not have the devastating effect one might have feared when reading articles on the subject after the pandemic. This professional reassessment by many employees seems to have revealed less of a desire to leave their company at all costs than a willingness to give less prominence to work in their lives.
A challenge for recruiters and HR functions, which must now be imaginative to retain and motivate their teams. More frequent career follow-ups, better balance between personal and professional life, benevolent management, four-day work week, work on company culture… These are all avenues to keep their workforce in 2024!
