7 predictions about the “future of work” trends in 2023
The past year has been marked by waves of questioning, both by talent and by businesses. La Quest for meaning, the Quiet Quitting or even the talent shortage colored the job market in 2022 with a profound desire for change on the part of talents. Far from being negative, these phenomena are an opportunity for many companies to bounce back and to change their practices to create even more positive collaborations with talent. But what trends can we expect in 2023? Discover our predictions.
Summary
1. Remote work
2. Flexibility at the service of productivity
3. The hybridization of teams
4. Well-being in the spotlight
5. People at the heart of management
6. CSR as the number one concern
7. The company of tomorrow
1. Remote work more popular than ever
COVID has caused a lot of upheaval in remote working. Businesses, forced to adapt by offering accommodations, have implemented teleworking. Almost 3 years later, the many benefits of remote working for talents are no longer defined: improved mood, a work environment that is more conducive to concentration, better productivity, better work/life balance, etc. So there is no longer any question of going back for many talents: digitalization has made its nest. In the same way as salary, teleworking has also become a criterion in its own right. Businesses must therefore adapt their recruitment strategies to attract new talent.
For the most innovative companies, moreover, remote work even raises the question of borders: can employees travel, or even go abroad and work there while maintaining their jobs? What is certain is that remote work raises a lot of questions and requires a better definition of the working environment.
But the year 2023 brings its share of questions: how to cultivate the feeling of belonging of its employees if a large majority of them work remotely? Businesses are facing a major challenge: creating a corporate culture that integrates hybrid work. Some initial answers are emerging, in particular via the metaverse with the digital materialization of the workplace and employees in the form of avatars. What if the new collaboration tools were 100% digital?
2. Flexibility at the service of productivity
How to improve employee productivity in the face of flexibility challenges? Are there new models that do not call into question a company's performance? Faced with these questions, talents and businesses are increasingly questioning the relationship between the time spent in business and the quality of the work produced.
For some businesses, the answer lies in a new working model : the 4-day week. For the LDLC Group For example, the 5-day week has been history since 2019. This extra day of rest has a considerable impact on employee productivity: as the balance between personal and professional life is better respected, they are more focused and efficient than before. At the same time, the CEO saw that their feelings of recognition and satisfaction grew stronger.
A major trend of the moment, this system is multiplying in many European countries and we can already count Iceland, Spain or even the United Kingdom. The results will be the subject of further studies in one to three years. On the French side, a few companies are setting the tone but this model has not yet been democratized. So keep an eye on that.
3. Team hybridization as a new norm
The development of Freelancing, another consequence of the need for flexibility at work, brings new organizational problems within companies. If the CDI is no longer the only standard, what about independent consultants on a long-term mission within companies. Are they then considered employees of the company? If not, how can they be included in the life of the company?
The hybridization of teams is a model that will increase in the future. But to get there, businesses will need a specific support whether in terms of talent management, recruitment or even logistics tools.
4. Well-being in the spotlight
How are employees doing? In principle, 6 out of 10 French employees suffer from stress. This is why the subject of quality of life at work (QWL) is becoming essential. If we now know that positive emotions are essential to contribute to the happiness of employees, companies therefore guarantee their well-being.
To contribute to this, companies have many solutions at their disposal, including organizing the place and working time, taking care of the mental health of their employees, improving the value of the collective or even establishing real spaces for dialogue. This is also the case according to 52% of employees who have already noticed these adjustments within their company.
5. People at the heart of tomorrow's management
In parallel with the new expectations of talent, the role of managers has evolved considerably in recent years. It is no longer a question of managing your team with an iron fist but rather of being attentive to the needs of your employees. Among the top 3 skills most expected from them, we now find Listen to him, the benevolence And the communication. This foundation also contributes to redefining the qualities expected of leaders. As such, their leadership is a prerequisite and a valuable asset for the company since managers act as the buffer between the emotions and needs of their teams and the performance challenges set by the company.
But managers are also broadening their own expectations, in particular by promoting more atypical profiles. These talents are an opportunity to challenge ideas within their team and to carry out the company's project differently. Therefore, this movement establishes new dynamics and sustainably transforms corporate culture by focusing on people and collective intelligence.
6. CSR as the number one concern
La ecological crisis Today questions corporate responsibility on environmental issues and pushes the debate even further. To what extent should businesses control their global impact? For many of them, it is no longer just a question of introducing green trash cans to recycle their waste but of investing in the challenges of CSR. Their financial impact is no longer confined to the economic sphere: companies are more than encouraged to take concrete measures to act in favor of progress. Social, Societal and environmental. Their actions depend, in fact, on their sector of activity and the actions may therefore vary: reduce its CO2 level, participate in the creation of jobs on the territory, promote equality and inclusiveness in companies, etc. Enough to enhance its employer brand but above all to give meaning to its commercial activity.
These new expectations are leading to a singular transformation in the role of the company in our societies. While some focus on their commercial role, others use it to fuel their ethical ambitions by developing as a collective united around strong values and their commitment to defending a cause. This is in particular the bias of the more than 500 so-called “mission-based” companies. This public status values the commitment of these companies and requires them to take concrete actions. In 2023, it will no longer be just a question of appearing committed but of proving it.
7. The company of tomorrow
These transformations will play a considerable role in building the company of tomorrow. There will then be no question of hierarchical verticality, of Taboo on wages or concentrated decision-making within the management committee.
Current thinking about the transparency and self-determination of salaries or the establishment of holocratic governance are increasingly pushing companies to question their internal organization. New concepts have also emerged, such as open or liberated companies: one proposes taking into account the opinion of employees when making important decisions, while the second breaks out the concept of hierarchy to allow employees to be truly decision-makers of the future of the company. Even if these models are far from being unanimously accepted, these new companies highlight the importance of revaluing the collective and the decision-making of all employees.
What would happen if they were allowed to truly participate in the future of their business? This year is likely to provide us with some answers.
The year 2023 will be rich in reflections. While the shortage of talent has already complicated the search for recruiters, companies are facing multiple challenges: attracting talent, retaining employees, promoting the employer brand, well-being at work, etc. It is therefore no longer just a question of responding to economic problems, but of putting people back at the heart of their concerns. Enough to improve talent and business collaborations for years to come.
Discover our article on Future ways of working. We have set up a conference bringing together major players in the future of work in order to obtain more information on this subject!
