The pandemic ushered in so many changes to the workplace, it’s hard to ensure your people and culture strategies keep pace, especially when you factor in ever-evolving societal trends, new generations entering the workforce, and a host of new, exciting workplace technologies.
To help you plan for 2023, we sat down with our very own experts—Erin Campbell, VP, HR & People Strategy, and Pema Evaski-McLean, Human Resources Business Partner—to discuss trends to watch in the new year.
The number one trend they’re seeing across the board? Personalization.
With that in mind, here are the top five trends they’re seeing, along with some tips to help you embrace and adapt to each of them in your organization.
It’s hard to build teams that people want to be part of if you don’t know what they want. We use People Analytics to inform our decisions, gathering data through regular surveys framed around one simple question: “What do our teams want and need right now?” We use the data we collect to guide and inform our strategy, and so far, the end results point to a happier and more engaged team.
It’s not surprising. According to research done by Salesforce, employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.
People Analytics can support decision-making in a range of areas, including team-building activities, assessing the wellbeing of your people, understanding how people are looking to grow at your company and so much more.
Our approach to data collection continues to evolve. Currently, we send quarterly wellbeing surveys and additional pulse checks throughout the year when it feels necessary. Most recently, we asked our team how they’d like to connect with their colleagues as we plan our approach to teambuilding.
Erin & Pema’s tips for collecting good data in 2023:
Despite layoffs in some sectors, the labour market is still incredibly tight, and it will likely stay that way into 2023. With nearly 1 million open jobs in Canada and 3.4 million Canadians approaching retirement, hiring managers need to continue to cultivate an engaging employee experience to hire and retain talent—starting from your very first interaction with a candidate.
“Onboarding begins from the moment of the first interview,” Erin shares.
In this labour market, candidates are often interviewing with multiple organizations and it’s no surprise we’re seeing an increase in candidates ghosting companies after an offer is made (read tips on how to avoid ghosting here).
To keep candidates engaged during the hiring process, time is of the essence. Keep your interview process as tight as possible, and if you have a lot of space between interviews, the offer, or the start date, keep communicating to stay top of inbox and top of mind.
During the interview process, make sure your approach to people and culture comes through. You want to engage and inspire candidates and help them get a feel for what it would be like working with you. Try to embody your company’s key values throughout the interview process and be sure to boast about what makes your company a great place to work.
Then, once the candidate has accepted the offer, keep your foot on the gas and the momentum going throughout onboarding.
Erin & Pema’s tips for onboarding in 2023:
In our remote-first workplace, building connections is top of mind for us and we’re always looking for ways to weave more fun into connections between team members, “not in a forced way,” says Pema, “but ingrained in the work itself.”
Whether you’re remote-first, hybrid or fully onsite, being intentional about team building can help build a sense of belonging and foster workplace friendships. When assessing how to be more intentional, we took our own advice and collected data, surveying our team to learn whether connections at work mattered to them, what types of events and activities they were interested in, and what they wanted us to bring to the table.
The results were telling. We discovered that our team members are looking for more intimate, personalized gatherings—and they wanted to get involved in planning them.
Erin & Pema’s Tips for teambuilding in 2023:
From what we’re seeing, 2023 will be a big year for internal growth and hiring.
With the ongoing talent shortage, it makes sense to tap into the unique and diverse talents of existing team members. Bonus: Hiring from within can help boost retention, too, keeping your team members engaged and growing with you.
According to LinkedIn research, companies that excel at internal mobility retain employees for an average of 5.4 years, nearly twice as long as companies that struggle with it.
Erin and Pema’s tips for growing talent in your company:
Human-centred design, which involves creating solutions and systems based on the needs of the people you’re serving, is increasingly being used to develop people and culture experiences, strategies and practices that are more personalized and tailored to the individual.
For people and culture professionals, that means designing an employee experience that reduces friction, creates fulfilled teams and has empathy at its core.
Erin & Pema’s tips for human-centred design in 2023: