After so many ups and downs and uncertainties in the last two years, the exercise of predicting what 2022 will bring seems quite complex. Nevertheless, we have taken up the challenge by trying to retain a few major characteristics from published reports on the subject. Here is a summary in 4 highlights.

Beware of the spread of… the great resignation!

Another virus has been lurking around for the past few months, and it too seems to be highly contagious. This is the phenomenon that started in the United States last year and which is materializing in a wave of massive departures and scarcity of manpower.

5 million people have left the job market in the United States since the beginning of the pandemic, according to the Digital Recruiters blog. There are many reasons for this: early retirement, fear of infection risks, childcare, excessive savings, refusal to work in poor conditions.

While Canada appears to be spared at this time, a recent CIBC report suggests that we need to remain vigilant on this issue. Especially in this time of continuing labour shortages in the country.

And for good reason: nearly one-third (31%) of Quebec workers between the ages of 18 and 34 are thinking of leaving their jobs in the next year, according to a Léger/24 heures survey. Salary and advancement prospects are the main triggers for their reconsideration, according to the survey of 1,000 Quebecers.

Sense of belonging and mission as the main drivers of corporate culture

One of the keys to the previous theme is obviously the attractiveness of the job market and, more specifically, the retention of the company’s workforce. On this point, let’s take a look at the report of the payroll management company ADP on global work trends in 2022.

The report states that a sense of belonging will become a measure of workforce culture. This implies a greater emphasis on diversity, equity and inclusion strategy, but also interpersonal trust. U.S. employees who trust their co-workers and managers are 7 times more likely to feel closely connected to their organization.

The world of work has been in a constant state of motion, said Don Weinstein, Vice President of ADP’s Global Product and Technology team. The needs of the global workforce are evolving in tandem with technology, and the result is transformational. Amid all the change, one common thread has only grown stronger: people power performance. To support and empower their people, employers are rooting their decision-making in data and leveraging those insights to better understand their employees’ needs and what drives their productivity. This increased visibility is fostering a stronger sense of connection and paving the way for greater growth and innovation ahead.”

The unstable balance of hybrid work

Creating a sense of belonging, yes… but how do you do that when teams want to come into the office less often? That’s the whole question that will likely drive meetings of HR professionals in this year of 2022.

According to the Gymlib blog, 38% of employees would be willing to change employers if they offered a return to 100% face-to-face work. This figure even rises to 57% among those under 35 years old! The pandemic has reshuffled the deck in terms of location and living conditions, particularly among the younger generation.

So the issue is not whether or not to telework. Rather, it’s a question of how much flexibility to give employees to ensure their well-being, the company’s efficiency… and fairness for everyone. Quite a challenge!

The rise of burnout

If the pandemic has had at least one merit, it is to have highlighted the issue of mental health at work. And between the current anxiety-provoking health climate, the decline in physical social and professional relationships and the impact of telecommuting on work-life balance and digital well-being, we can’t say that circumstances are very favorable at the moment in this regard.

According to a Hanover Research survey for HR software and services provider Ceridian cited by InfoBref, 84% of Canadian workers have experienced burnout in the past year. 34% reported high or extreme levels of burnout.

The cause: workload, insufficient compensation or mental health problems. The new ways of working in 2022 will also have to address this issue.

Happy New Year and good luck with the challenges ahead!

Leave a Reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.