Every year Dan Schawbel* publishes his forecast of the top 10 workplace trends that will impact how we work and live for the coming year. His predictions for 2022 are as follows:
Most companies will adopt a hybrid or remote-first approach.
Research by my company and WeWork found that 79 per cent of executives will let their employees split their time between office and remote working, if their job allows for it.
In addition to offering workers more choice, in 2022 businesses will also allow their people to have greater control over when they work.
A few companies are even piloting a four-day work-week to help combat widespread burnout among their workers.
The hybrid model will create a two-tiered workforce.
While the hybrid model offers many benefits, it also has drawbacks.
One issue that’s already emerging is that remote workers may not be treated fairly compared to their office counterparts.
We discovered that more than six out of 10 human resources leaders say office employees are more likely to get promoted and receive regular raises.
They are also seen as harder workers and more valuable.
In 2022, business leaders will need to focus on overcoming this bias if they want the hybrid model to succeed.
A cultural shift will certainly be required. Managers will need to take steps to ensure all workers are treated equally and feel included.
A strong digital mindset will support ongoing business continuity.
Many organisations who were unable to find workers during the pandemic turned to automation technologies. This will continue.
Robots will be widely deployed to clean buildings and handle manufacturing tasks, and AI solutions like chatbots will replace call centre workers and other roles.
In 2022, we’ll also see explosive growth in an area called hyper-automation.
This approach involves the orchestration of multiple automation technologies, which allows organisations to transition to a more connected and effective automation strategy.
More than 80 per cent of organisations will adopt cloud-based room systems by 2022.
Businesses will also offer tools for when staff go into the office; for example apps that support contact tracing, room or desk booking, or a touch-free workplace.
Organisations will fight to attract and retain talent amidst the Great Resignation.
In the United States more than 15 million people have left their jobs since April this year. All signs point to the quit rate continuing to accelerate in 2022.
So it’s no surprise that one of the top concerns now is labour availability.
Organisations are improving their benefits packages and offering perks like stock options or financial wellness incentives.
Others are focusing on upskilling or retraining their existing workforce.
For most people, perks and pay won’t be enough.
New research from my company and Oracle finds that 88 per cent of workers are now prioritising work-life balance, mental health, and having a meaningful job.
In 2022, people will no longer tolerate organisations that treat them poorly, holding employers to a higher standard than ever before.
Leaders will rely on employee input and feedback more than ever before.
One issue that the pandemic uncovered is that the voice of some employee groups has long been ignored.
These include essential workers and care-givers, and now we’re seeing that remote workers may also be left behind.
Organisations that don’t seek out or listen to their employees’ feedback may struggle to retain talent at a time when workforce retention is the key.
In 2022, leaders will go beyond just listening to their people — they’ll translate insights into action with a focus on improving business outcomes and the employee experience.
Workplace benefits will evolve to better meet employee needs.
As organisations ramp up their efforts around employee voice, one piece of feedback they’re hearing is that their benefits package needs to evolve.
In 2022, workers will still expect the standard benefits like paid leave.
However, they’ll also look for mental health support and other offerings that promote their wellbeing.
Employees will put a premium on benefits that support their needs as parents or caregivers, including paid family leave and childcare support.
Employee health and safety will continue to be a top concern.
Organisations have used different tactics to address employee burnout and mental health concerns.
Some offered mental health days; others provided free or subsidised therapy.
However, it’s not just mental health that employers should focus on.
Research from my company and One Medical discovered that 54 per cent of employees deferred getting medical care due to COVID-19.
Not only has this resulted in negative health outcomes, but the leaders we surveyed predict it will elevate their healthcare costs by 7.5 per cent in 2022.
In 2022 employers will need to deal with the rollout of COVID booster shots and the implementation of new vaccine requirements.
Smart employers recognise that a commitment to safety will be critical, since 42 per cent of workers are worried about returning to the office for fear of contracting COVID-19.
Organisations and employees will prioritise new skills for the remote workplace.
Of course, digital skills will be in high demand. However, soft skills will also become much more valuable in the hybrid or remote workplace.
These include emotional intelligence, managing dispersed teams, and effective digital communication.
Many organisations and workers recognise the need for upskilling or retraining, and 2022 will be a year when we see action.
Workers will regain control over their careers, and they’ll look to technology for support.
Amidst the evolving skills environment, employees are also struggling to navigate the pathway to career growth.
A global study from my company and Oracle finds that 75 per cent of people feel stuck in their professional lives.
In 2022 people will look to their employers not just for traditional forms of support — they’ll also expect technology-based solutions like AI career advisors.
We’ll see even more employers supplying new technologies to support their people.
Companies will use new tactics to move the needle on ESG issues.
Global challenges amplified by COVID-19 have made Environmental, Social and Governance (ESG) issues even more urgent.
While tackling these issues is simply the right thing to do, 78 per cent of executives also believe that ESG performance creates organisational value and stronger financial performance.
In 2022 a growing number of businesses will link their executive pay to ESG metrics.
*Dan Schawbel is a bestselling author and Managing Partner of Workplace Intelligence, a research and advisory firm helping HR adapt to trends, drive performance and prepare for the future.
This article is part of his Workplace Intelligence Weekly series.
