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The COVID-19 pandemic has caused many organizations to rethink their workforce strategies. In 2023, businesses will face challenges that include a lack of skilled talent, increasing pressure to control costs and a competitive environment. To effectively address these issues, it’s essential that you identify the trends that will affect your organization’s talent and business operations.


Quiet Hiring

In 2022, the “quiet quitting” concept caught widespread attention on LinkedIn due to employees refusing to go beyond their job requirements and perform at a certain level. When this occurs, organizations lose employees’ skills and capabilities. In response, HR leaders will start implementing “quiet hiring” to acquire new talent without adding new staff members.


Hybrid Work

As hybrid work evolves, organizations must find ways to give their frontline workers more flexible work arrangements. According to a survey conducted by Gartner in 2022, over half of organizations have already invested in improving the experience of their frontline workers. A third of those that haven’t started implementing these changes are planning on doing so in the next year.


Manager Support

Today’s working environment places managers under tremendous pressure. They need to implement a strategy that will allow them to provide their employees with various opportunities and a sense of purpose.


As the number of hybrid workers increases, more mid and low-level managers directly interact with their direct reports. They also consider their direct manager their most direct link to the company culture.


Unfortunately, many managers cannot effectively address the dual pressures of today’s working environment. The increasing number of hybrid workers and the evolving expectations of their employees have created a significant burden on them. In 2023, organizations will be able to address these issues by implementing two key actions.


Pursuing Nontraditional Candidates

Over the years, organizations have discussed the importance of diversifying and expanding their talent pipelines. With that in mind, it’s time to implement action.


According to a survey, over half of candidates actively search for jobs outside their current industry. This figure is expected to rise even further in the coming years.


The increasing number of candidates and the changing working environment have created a significant challenge for organizations to meet their talent needs. They no longer rely on traditional methods to find talent.


In order to fill critical roles in the next few years, organizations will have to become more comfortable with the type of candidate they are hiring. They should no longer rely on past experience and qualifications to evaluate applicants.


Increased DEI Efforts

As more organizations implement DEI initiatives, some of their employees are starting to show signs of resistance. A survey revealed that over 40 percent of workers think their company’s efforts are divisive. Also, two out of five employees said they resent or feel alienated by the initiatives.


The rising political and ideological tensions around DEI have created significant resistance within the ranks. This resistance can be triggered by various factors, such as the belief that the program is discriminatory or social engineering.


Despite the various factors that can affect employee resistance, many organizations still ignore them. This can lead to a decrease in engagement and inclusion and the loss of talent. In 2023, leaders will be able to identify and address the issues early.