6 Big HR Trends That Will Shape 2023

How are you feeling as we approach the end of the year – will you be thinking it was a breeze and you achieved loads, or will you be letting out a sigh thinking ‘thank goodness that’s over?’

2022 has been another challenging 12 months for HR Professionals and we’ve put together a few thoughts on some of the trends that have been shaping this year and are looking set to continue into 2023.

From talking to our candidates and clients, this is what they’ve shared…

• No great resignation to contend with – let’s start with a positive. There is unlikely to be another ‘Great Resignation’ in 2023. The impact of people leaving their jobs will begin to settle. However, we still have a shortage of skilled candidates to join our teams. That is likely to mean that HR teams focusing on recruitment and people development will need more innovative ways to stand out and attract the right people.

• Four-day week conversations – LinkedIn research highlighted that over a third of workers would resign if they had to work in the office full-time. Over two-thirds are after significant flexibility in their working pattern. By the end of November, over one hundred UK companies had signed up for a four-day week with no loss of pay for workers, including brands like Canon, Atom Bank, and Adzooma. Flexible working is a common thread in more and more conversations we’re having with our HR candidates.

• More Menopause matters and mental health conversations – the likes of Davina McCall, Gabby Logan, and Michelle Obama have helped make conversations about menopause more mainstream. With the global population of postmenopausal and menopausal women forecast to reach 1.2 billion by 2030 and a large proportion of these women still working age, raising awareness of menopause symptoms is no longer taboo.

You are likely to have more conversations around mental health and well-being for all genders, as well as menopause focussed discussions and training.

• The cost of living will continue to bite as we face a global recession. This will impact us all but keep a close eye on colleagues who are potentially struggling or even having to get second jobs or side hustles to make ends meet. Flexible working can be a boost to help with the cost of living, removing the need for commuting costs, so be prepared to have conversations to help colleagues. Retaining your existing team may involve compromise on the company’s part, but in the long run, it is cheaper than recruiting or replacing staff.

• Employee-led values – your company values will no longer be set by the company management team. Hopefully, you have a company culture that doesn’t dictate values. We all know that values forced on a team or stencil-written on the office wall are rarely embodied throughout the business. Increasingly, company values will be led by employees and potential new recruits. As we all look for more meaning in our work, candidates are keen to see evidence of ethical or sustainable business practices before they apply for a job. If your business has been working on its social conscience, communicate that publicly so third parties can see your commitments.

• Upskilling and training – one of the biggest motivations for colleagues to stay with your business is the chance for career development. After remuneration and flexible working, training was the next highest priority candidate’s cited when looking for a new role (according to LinkedIn’s Talent Drivers survey). Be prepared to invest in your learning and development programme to develop your staff. This is even more crucial with the current skills shortage.

These are just a snapshot of the top six trends impacting. We haven’t even mentioned quiet quitting, the use of AI and tech in HR, and the potential for more striking employees.

Buckle up, HR friends; we’re in for another bumpy ride.

For more advice about HR issues or recruiting HR staff, contact Jemma or Kerry.