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As employers and employees settle down this weekend to celebrate the new year, they might well find their wish list is quite long. That’s because of the turmoil experienced over the past few years is still lingering. While pandemic issues have somewhat settled down, there are still challenges in the workplace that will have to be navigated in the new year.
For instance, the war in Ukraine and the world economic situation have led to turbulent market conditions and supply-chain issues that significantly impact not only the business sector but individuals. While some manufacturers are short of key parts, families are currently facing a lack of children’s medication.
So, what exactly is on those new-year wish lists? Just what are employers and employees hoping for when 2023 arrives? My many conversations over the past few months have led me to suggest the following items will be high on the wish lists.
Employers
Recruitment: The big issue has been the apparent perception that people just don’t want to work. Complaints of workers “ghosting” an employer by failing to show up for an interview and/or accepting a job and then failing to show up for work has become more commonplace. Then again, with technology playing such a big role in most organizations, leaders are looking for people with higher levels of digital literacy. Overall, employers are wishing to spending much less time and effort on recruitment in 2023.
Reduced stress: The past two years were nothing but a complete scramble for leaders, who became very stressed from all the pressure or multiple workplace challenges. Staff layoffs, the switch to remote work and burnout were the name of the game during this time. Today, the work world has become more stabilized, so leaders are wishing for less change, less stress and a better work-life balance in the upcoming year.
Legislation and policy stability: The past two to three years have seen an upgrade of provincial and health-care legislation as well as organizational policy and procedures. Now that the work world is moving toward a more stable environment, organizational leaders are wishing for less legislative/policy change and more stability in 2023.
Trust in management: With some organizations, the chaos of the pandemic caused a decrease in management trust. With things changing so fast, communication was often not the best, while rules and policies changed frequently to meet new health-care guidelines. While the importance of the health and safety of employees and the public was recognized, there continued to be conflict over mask-wearing and vaccinations. Organizational leaders are wishing for improved relationships and increased trust in the new year.
Confirmed workplace schedules: The rapid change to remote work was a solution to keep organizations operational during the pandemic; and led to many discussions about values within organizations regarding the physical presence of employees. While there is still debate regarding remote work and teamwork, leaders are wishing to manage this debate more effectively in 2023 so as to create more stability.
Human resource investment: Organizations now recognize more than ever the value that engaged employees bring to their organization. With issues such as “quiet quitting” and recruitment continuing to be a challenge, senior leaders and human resource professionals in particular are wishing for increased investments in the various human resource initiatives for 2023. In particular, providing truth and reconciliation awareness will enable organizations to maximize their ability to hire and retain Indigenous personnel.
Employees
Work-life balance: Many organizations have been running lean over the past few years, which has put pressure on current employees to work more hours, sometimes to the point of burnout. Many employees are wishing for more workplace flexibility and work-life balance in 2023.
Salary recognition: The pandemic brought society’s attention to the importance of front-line workers and the fact that salaries in this sector are too low. While steps are being taken to remedy this situation, employees want to feel valued and appreciated while at the same time being paid fairly and equitably. Their desire for a better salary in 2023 is high on their list.
Salary fairness and equity: The Organization for Economic Co-operation and Development (OECD) completed a study of full-time employees in 2022 and identified a 16.1 per cent difference between annual median earnings of women relative to the annual median earnings of men. Canada had the eighth worst gender pay gap. The 2023 new year wish for women in organizations is to rectify this longstanding inequity.
Schedule flexibility: While the rapid transfer to remote work was challenging, both management and employees realized that with the support of technology, work can easily be done remotely without significantly impacting quality, quantity and/or teamwork. A good number of employees learned to enjoy this new way of working and their wish for 2023 is to retain the remote work and/or applying a hybrid work schedule.
Learning and development: With the future requiring significant reskilling and upskilling in the next few years, the employee new year wish for 2023 if for investment in their reskilling and educational upgrading. This includes both technological as well as relationship building skills.
Purpose and belonging: No matter the nature of their job, employees want to have a sense of purpose, to be engaged in their work and to feel that they belong. In 2023, employees will be looking to be recognized for their contributions as well as opportunities to progress in their career.
The year 2023 will continue to bring new challenges to both organizations and employees which will require a flexible, strategic mindset in order to make their wishes come true and to find success in the new world of work.
Source: Canadian Women’s Federation, The gender pay gap: Strategies for a future forward workplace, WORKDAY.
Barbara J. Bowes, FCPHR, B.Ed, M.Ed, CCP, is a human resource professional, author, radio personality, speaker, executive coach and workshop leader. She can be reached at barb@bowesleadership.com.
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