Trends 2022: How to create a digital dream team?
While employees have their say in where, when and how they want to work, they are just as busy creating the post-pandemic workplace, company leaders they are equally busy creating the post-pandemic workplace.Come and discover the 2022 workforce trends.
From the flexibility of work anywhere to the rise of technology-driven people and teams, these are some of the top workforce predictions for how companies can create the ideal employee experience (EX) for increasingly digitized and sustainable business models.
Hybrid work alters workplace norms
Conversations about remote versus on -site work erroneously position these decisions as a choice. Forrester data revealed that in Europe, "skilled employees will force employers to grant them greater flexibility, or they will leave."
Similarly, analyst at Forrester Sharyn Leaver predicted that 60% of organizations will shift to a hybrid model by 2022, but one-third will fail on their first attempt to work anywhere. It's not enough to simply announce flexible work-anywhere policies.
Organizations also need to restructure expectations around meetings, job roles and promotional opportunities so that they no longer reflect face-to-face experiences. And don't even consider requiring everyone to return to the office. Forrester warns that the 30% of companies expected to require full in-office work will experience monthly employee churn rates of up to 2.5% "until executives feel the pain and finally commit to making hybrid work...work."
Worker placement is a business decision based on the realities of productivity especially when talking about the 2022 workforce.
and the competitive demands of the marketplace. In a recent survey by Gartner survey, 64% of workers said they would only consider a new position or job if it allowed flexible schedules. In fact, they cited flexible work schedules as the main reason for their increased productivity.
Another major issue is management training. Gartner analysts predicted that by 2024, 30% of corporate teams will be leaderless because of the agile and hybrid nature of work. They reasoned that agility, by definition, requires "an environment of trust that does not lend itself to traditional hierarchies." Many managers lack the skills to manage employees in remote or hybrid situations, and only 47% of employees believed their manager was capable of leading the team to future success.
"Managers are on the ground every day, coaching and inspiring their people, driving execution, and ensuring that transformation efforts are successful," said Jill Popelka, president of SAP SuccessFactors. "As business and workplace needs continue to change, we will need strong, people-centric managers to lead the way. Their development should be a top priority for organizations and is critical to business success."
Technology changes the employee experience
As digitization transforms business models, it also changes the way work gets done. IDC analysts said that by next year, 60% of G2000 enterprises will implement artificial intelligence (AI)-enabled platforms and machine learning to support the entire employee lifecycle experience, from onboarding to retirement.
Digital intelligence will permeate the workplace with profound consequences on the 2022 workforce. IDC predicted that 70% of connected workers in task-based roles will use embedded intelligence in adaptive digital workspaces from anywhere to engage customers and colleagues and drive business productivity by 2023. These analysts said that "companies with cross-functional leadership: a digital dream team - will enjoy faster rates of innovation, greater market share gains and greater operational efficiencies than their contemporaries by 2025."
Data-driven companies must also provide employees with the right information, recognizing those who apply data in their decision making. IDC researchers warned that the lack of a "meritocracy-based data culture" will erode trust in management, reduce employee satisfaction, and increase turnover in two-thirds of midsize and large companies by 2024, exacerbating skills gaps.
Forrester was more optimistic about the combined value of people and technology. It predicted that leading organizations will "unlock the creativity of their employees and surround them with smart technologies, such as automation and predictive engines that focus on outcomes, not just financial results." This heralds a new era of transformation featuring "human-centered technology initiatives" that connect customer experience (CX) and EX " to drive competitive advantage and deliver a net productivity gain of 3% to 5%.
These researchers also predicted a framework of "no more jobs" where "employees will become more itinerant, taking their skills to contribute to project-based work and swarm teams, rather than sitting still in a fixed role...The world of no more jobs employs a dynamic mix of full-time employees, internal and external talent markets, on-demand and contingent labor, and bots."
Sustainable Recruitment and Workforce Business Performance Metrics 2022.
As employees raise their voices for corporate responsibility on a variety of diversity, equity and inclusion (DEI) issues, leading organizations have no choice but to respond. IDC predicted that 70% of companies will have invested heavily in DEI data, tools and benchmarking by 2024 to define hiring and human capital strategies. These researchers predicted that two-thirds of organizations worldwide will track their DEI performance using ESG (environmental, social and corporate governance) metrics and KPIs in the same time period.
DEI is not just about metrics. Instead of focusing on corporate culture and a shared mission during a disruption, such as COVID-19 as COVID-19, analysts at Gartner analysts advised PR. % increase in the likelihood of sustained workforce health."
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