New year, new you, is the oft repeated phrase. Whilst we might be a little late to the party there’s still time to make some predictions for the world of work in 2022. Here’s my starter for 5.
Flexibility is here to stay
Working practices have seen radical shifts and everyone we’ve spoken to is pretty unanimous that ‘work’ is fast becoming a thing you do rather than a place you go to. That said, the office is certainly not dead. People need a change of scene and physical human connection. Flexibility and hybrid models are definitely here to stay and companies that don’t invest time and capital in understanding how to make that work for both the business and its employees will lose talent.
Re-thinking traditional working patterns
Monday to Friday, 9-5 is on its way out, and in more progressive organisations is already extinct. This pattern of working was adopted then enshrined in law over 100yrs ago to prevent workers bodies breaking down as much work was manual. It seems crazy in this day and age that we still adhere to the notion that our best work can only be accomplished during these hours.
We’ll likely see increased challenges to this pattern and a 4 day week will become an important and viable option. Already being trialled with no adverse impact on productivity, and a large positive impact on health and wellbeing by Microsoft Japan, and Canon UK, it will become commonplace amongst forward thinking employers and a talent attraction challenge for those that refuse to consider it.
The Great Reshuffle – Part 2
2021 saw a lot of employees quit their jobs in favour of starting something new and this is a trend that looks set to continue. Whether that be for more seasoned employees, financially secure enough to change the pace of their lives or for younger executives realising that many jobs can be done from anywhere and demanding the ultimate perk of taking your job with you as you travel.
Salary will be talked about
Increased competition to attract talent, together with a growing push for companies to address gender and ethnicity pay gaps, will force employers to open up about numbers. Gone will be speculation and office gossip, pay transparency is going mainstream. Now arguably this may make people feel uncomfortable, so I’d be really interested to hear what you think about the subject?
Talent will hold their company to account
Another positive to come from the pandemic is our increased awareness of our place in the world, the impact we have on our environment and the gaping inequalities that still exist in society. We were already seeing growing levels of cynicism amongst employees at the pursuit of profits over purpose in 2021. This will increase unless businesses make meaningful steps to show their responsibility to society and the environment. Sustainability and corporate responsibility is no longer a PR issue, it’s a talent issue.
