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Setting the Workforce Expectation in 2023

Austin Campbell • Nov 21, 2022

Throughout the past few years the workforce has seen dramatic shifts with employee retention and balancing a healthy work life balance. For years companies have been offering in person roles, standard personal time off plans, and a healthy salary to accommodate employer’s needs.

 

During the Covid-19 pandemic, the great resignation, allowed employees to take time to reevaluate their current role. During this time, we have seen an uptick in employees looking for a new career path, with a healthy work life balance, and remote and or hybrid roles.

 

As we move into the last few months of the 2022 calendar year, many employers have asked what we foresee the job market will bring for 2023.

 

As an employee of an organization, you can expect that your current company will implement new strategies to ensure retention, by providing career advancing and with upskill training programs, so that employees can leverage new skills in their positions or providing advancement with their current company. If companies are unable to provide opportunities for employees to grow within their current role retention rates will be very challenging over the course of the next year.

 

A recent study by Amazon and workplace intelligence shows that 83% of workers have chosen improving skills as a number one priority in the upcoming year. While also showing that 74% of current employees within an organization are willing to leave to their current role due to the lack of skill building opportunities and career advancement.

 

Companies that continue to offer hybrid and remote style work environments will continue to thrive during the 2023 year. Companies that are calling employees back into the office after working remote for the past two years are seeing a downturn in employee retention, as other companies continue the hybrid and remote setting.

 

Some organizations are pushing for opportunities within the metaverse. With a potential threat of an economic recession in the coming year, employees are wanting to decrease cost going to the office by staying in a remote / hybrid environment. This has also pushed companies to decrease their carbon footprint with employees commute or traveling into the office on a day-to-day basis.

 

James Ross, managing director of Hype Partners believes, that big technology firms are investing more into the hybrid and remote style of work by creating a VR/Hybrid work setting to help employees feel more connected in the virtual work environment at home. This platform intern has pushed for a more team-oriented environment, that will force employees to work together to achieve a common goal, instead of the more siloed approach taken in the past.

 

With current advances in technology with the Zoom and Microsoft Teams platform, employers will push to continue to work smarter by tapping into different areas of the country or world to utilize work force, while improving efficiency and work life balance of employees.

 

 

Cites:

https://www.zdnet.com/article/what-to-expect-in-the-office-next-year-top-work-trends-to-watch-out-for-in-2023/

 

https://thereceptionist.com/blog/workplace-trends-for-2023/?nab=1&utm_referrer=https%3A%2F%2Fwww.google.com%2F

Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.
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