How Savvy Leaders Re-Imagine Work in 2023
As we look to the year ahead, there will be significant challenges and opportunities facing the Chief Human Resource Officer (CHRO) role. In order to be successful, savvy HR leaders must be prepared to take proactive steps that adapt and evolve.
“HR leaders have faced an increasingly unpredictable environment amid many organizations mandating a return to office, permanently higher turnover, and burnt-out employees,” said Emily Rose McRae, senior director at Gartner.
HR Innovation Market Development
One of Gartner’s key predictions for 2023 is that the use of artificial intelligence (AI) and automation will continue to increase within the enlightened digital workplace.
This transition will require HR leaders to develop new skills and competencies in order to effectively manage and lead teams that are increasingly relying on these enabling technologies.
Additionally, HR leaders will need to ensure that their organizations are investing in the necessary infrastructure and resources to support the implementation and use of AI and workflow automation.
Another important prediction for 2023 is that the workforce will become increasingly diverse and global. This will require HR leaders to develop and implement strategies to effectively manage and lead a distributed workforce, as well as to foster a more worldly culture within their organizations.
Moreover, HR leaders will need to be able to navigate the complexities of managing a global workforce, including understanding and addressing cultural differences and managing remote working teams.
Gartner says the rise of the gig economy is also expected to continue in 2023, which will require HR leaders to develop new strategies for managing and engaging a more nomadic and independent workforce.
This will include providing independent contractors with support and resources, while also ensuring that they are effectively integrated into the organization and aligned with key business objectives.
Another important trend is the continued focus on employee experience. HR leaders must be more proactive in addressing the factors that contribute to employee engagement, such as work-life balance, job satisfaction, and mental or physical well-being.
Furthermore, HR leaders will need to develop and implement programs and initiatives that promote employee retention, such as flexible work arrangements and employee assistance programs.
Gartner analysts also believe in the growing emphasis on sustainability and corporate social responsibility. HR leaders should ensure that their organizations are taking steps to reduce environmental impact and promote ethical business values.
Besides, HR leaders will need to develop strategies to support the integration of enterprise sustainability and corporate social responsibility into the organization’s ESG-related culture and operations.
In conclusion, 2023 will introduce new issues for HR leaders. As the workplace continues to evolve and change, CHROs must be prepared to adapt and evolve their practices in order to be successful.
This will require developing new HR skills and competencies, fostering a culture of agile innovation, managing a diverse and global workforce, and promoting online employee experience transformation.
Outlook for Progressive Human Resource Policies
That said, I predict that old-school “return-to-office” mandates that some leaders introduced will be curtailed in response to high-profile employee departures. Those restrictive short-sighted policies will negatively impact the reputation of these isolated CEOs.
In contrast, the more progressive leaders will gain an advantage over their peer group, with the skillful execution of strategic foresight and the swift adoption of forward-thinking flexible working models.
Substantive advancements in the Global Networked Economy are driven by brave leaders who embrace experimentation to help them achieve bold digital growth initiatives. Fear of change is unacceptable.
Originally published at https://blog.geoactivegroup.com on January 16, 2023.