Five Key Trends
in HR

COVID changed everything. So what’s next for employers?

HR Trends

As we work with Vancouver Island small business owners and managers, most people agree that the employment landscape has changed in an epic way over the last seven years and, more specifically, since the COVID pandemic.

Employment-related litigation has almost doubled. Worker shortages continue. Employers struggle to maintain key employees and manage day-to-day performance challenges that include simply having people show up for work and being open to job feedback. Negative social media exposure from disgruntled employees has also increased, making many employers wonder if running a business is worth it.

Being aware of how things are changing and having a strategy for how to manage those trends can empower you to make proactive decisions. These trends and predictions come from reliable sources: the Harvard Business Review, Gallup, McKinsey and Company, the Society for Human Resource Management, Forbes and the World Economic Forum “Future of Jobs” reports. These reputable trend watchers can prepare us for what’s to come and equip us with ideas for how to respond to whatever is next.

Being aware of how things are changing and having a strategy for how to manage those trends can empower you to make proactive decisions.

While not all of these apply to all businesses (clearly remote work for retail and food services doesn’t work), here’s what’s anticipated for the employment landscape for the next three to five years and some proactive strategies to consider for your business. “What is clearly evident is that HR is no longer just about hiring and firing, it is about building cohesive, diverse and dedicated teams,” says Dawna Day, principal director and co-owner of Magenta HR. “Having a well-rounded, skilled and people-focused HR team is essential to the success of any business.”

Here are the trends to watch in the coming year.

Remote and Hybrid Work Models

This is expected to continue along with an expectation for flexible work options.

Proactive strategy: Develop clear remote and hybrid work policies that outline expectations, communication protocols and performance metrics plus invest in technology and tools that support remote collaboration so employees can work effectively from anywhere.

Employee Mental Health and Well-being

Look for an increased emphasis on including mental health supports, work-life balance initiatives and wellness programs for your employees. Remember, mental health in workplaces improves when attention is paid to the unique needs, skills and contributions of individual employees.

Proactive strategy: Offer comprehensive mental health resources, such as counselling services, stress management workshops and wellness challenges and create a culture that encourages work-life balance, including flexible hours and time off to recharge. Emphasize diversity, equity and inclusion initiatives to create more inclusive workplaces and address systemic inequalities.

Upskilling and Reskilling

As technology evolves, there will be a greater emphasis on continuous learning and development, with organizations investing in upskilling and reskilling their workforce to meet changing demands of employees, industries and the speed of change.

Proactive strategy: Create personalized development plans for employees that include opportunities for honing existing skills and growing new ones; partner with educational institutions or online learning platforms to provide access to relevant courses and certifications.

Automation and AI in HR

Integrate AI and automation in HR processes to streamline operations, enhance recruitment efforts and improve the employee experience.

Proactive strategy: Make use of AI-driven recruitment tools in the hiring process to reduce bias in candidate selection; automate routine HR tasks like payroll and benefits administration to free up HR professionals for more strategic initiatives and employee engagement.

Focus on Employee Experience

Prioritize the overall employee experience at every touchpoint in their journey with your company. This will be a key to success factor in both recruitment and retention in the future. From onboarding to career development to fostering engagement and retention, employees are looking for companies that make work a great place to be and that value what they have to contribute.

Proactive strategy: Conduct annual employee engagement/satisfaction surveys to solicit feedback on what’s really going on in your organization. You might be surprised how your team feels about things in comparison to your perceptions. Design onboarding and career-development programs that prioritize employee engagement and growth so their experience with your company is positive from day one.

If you want to stay ahead of HR trends and create a more engaged, productive and satisfied workforce, create proactive strategies for your business to reflect the evolving landscape and adapt to new challenges and opportunities.

Ingrid Vaughan, principal of My Smart HR and founder of the Smart Leadership Academy, provides HR support and leadership coaching to small-business owners and managers.

Image: Getty Images