With new year, it is natural to try to predict what may happen in the future. We can use the insights of industry experts to try to predict what the year 2023 will be like in human resources.
2022 was clearly a transition year after years of uncertainty and confusion. Recruiters, employers, and employees are all trying to adapt to the new normal of hybrid work models, flexibility, and a shortage of talent in many sectors.
What will happen in 2023 as the recession seems to be looming? Here are 4 trends to consider.
1. The increasing challenge of compensating for the negative effects of hybrid work
Hybrid work is no longer an option today. Employers and employees have gradually adapted to this new norm, which has many advantages but also some side effects. These are likely to become more apparent over time and HR managers will have to find ways to minimize them as much as possible.
One of these is isolation. According to Capterra Canada’s 2022 Mental Health in the Workplace survey, almost one in five employees (18%) often felt isolated, whether working remotely or on site.
Employer-organized social activities are considered effective in building relationships between colleagues by 77% of Quebec respondents whose companies organized such events, the survey said.
Other issues include surveillance. More than a third (35%) of Canadian workers surveyed in Capterra’s 2022 Digital Monitoring Survey said their company used at least one employee monitoring tool. This raises questions about employee information, consent, communication quality, and, of course, the key concept of trust between employer and employee.
2. Increased focus on mental health during a recession
The economic climate is less favorable in 2023. “8 out of 10 Canadians modify their lifestyle due to concern related to the recession,” says Michelle Mason, Vice President of Human Resources at Talent.com. She continues:
It is the responsibility of employers to recognize these potential obstacles and provide employees with permanent and easy access to resources that can improve their mental well-being and, as a result, their work performance”
Meditation software, resources dedicated to well-being, relaxation days, and communication about the economic health of the company and employment prospects are all initiatives that can help reduce stress during this more troubled period and improve productivity.
3. The year of greater salary transparency?
According to a recent study by Talent.com, 84% of Canadians would be in favor of a law on salary transparency, which would require employers to disclose salary scales in their job offers.
We had already talked about this at the end of last year on Isarta Infos. A law came into effect on June 1 on Prince Edward Island and British Columbia is currently holding consultations on this issue. A way to correct salary gaps and eliminate salary discrimination.
Providing a good faith salary range – not too wide – can also create a positive feeling among candidates, especially when 43% of Canadians feel they are not receiving fair pay,” continues Michelle Mason.
2023, the year of change in this area?
4. More loyal teams?
After the wave of the Great Resignation post-pandemic, will we see a return? That is, the maintenance in place of employees realizing that the grass is not necessarily greener elsewhere.
This is at least what the latest study by Léger on youth seems to indicate: only 13% of millennials and Generation Z intend to leave their job in the next year. This figure was almost double (25%) last year.
The first reason to leave a job (or what could convince them to stay): salary! New year or not, there are certain trends that do not change.
