With 2022 behind us, the U.S. workforce is sure to see an extension of existing trends alongside a bolstered focus on employee well-being.
Even with a recession looming and leverage shifting, future trends seem to be aimed at attracting and retaining the market’s top talent.
As a follow-up to our last blog, Positive Workplace Trends & Developments in 2022: Part I, which discussed remote work, IRA job generation, and pay transparency laws in 2022, I’ll be sharing my predictions for the trends that’ll remain throughout the new year. All-in-all, the theme of overall “employee well-being” is the common thread between these developments.
Explore my insights and predictions for 2023, and visit my last blog for a recap on the top workplace trends and developments in 2022.
Improved Employee Benefits
Struggling companies are out for the best talent, given the squeezed job market and job-hopping tendencies we’ve seen. Large companies such as Siemens, for example, are boosting their salaries and offering employer pension matching to lure in up-and-comers in every industry, most notably tech. But that’s not all workers are looking for.
On top of improved traditional benefits, resigners and reshufflers are looking for new offerings that have arisen in recent years. From fertility treatments and pet insurance to emergency savings funds and mortgage assistance, employee expectations have taken a noticeable turn, which are likely to be reflected in bolstered company benefits across the tech sector and others in due time.
Flexibility & Remote Work Will Continue
Zoom calls and remote work have brought isolation to many, but for others, it’s been key to a more desirable work-life balance.
More time at home has given new parents an easier start and busy parents a chance to connect with their families, all while saving money on commuting expenses. With the number of remote workers now clocking in at 26%, it’s likely that it will remain throughout the new year and beyond.
The point of remote work is bolstered by a lurking recession threatening to raise costs of living, such as gas for cars and lunch while at the office. “Flexibility” in the workplace could even take a step further in 2023 in the form of four-day workweeks, made famous by the 70-company UK trial of a new work schedule. There was no loss of pay at the study’s conclusion.
For the modern employee, a four-day work week could be the difference between a reshuffler and retained talent. In other words, companies that begin offering shorter hours could stand a better chance of attracting the best up-and-comers in their respective industries.
This prioritization of flexibility, most notably through remote work, feeds into the third and final trend that’s already begun and will continue in 2023: employee well-being initiatives.
A Focus on Well-Being
Employee burnout is spreading, and although remote work is thought to help, the isolation put on by COVID-19 was challenging to get through. In fact, one survey by Korn Ferry found that 89% of professionals suffered from burnout in 2021, and over 80% reported more burnout than pre-pandemic levels.
Throughout 2023, this focus on well-being from the employer angle may be seen in more generous hours and schedules, mental health resources, and assurance that support such as counseling and therapy are included in benefits packages.
Most importantly, employers may begin to realize that a blanket well-being program won’t fit the needs of every employee. Rather, having multiple different programs that fit specific needs could better engage candidates, as it also speaks more to their individuality. Having different programs for anxiety, trauma, and parenting struggles versus a one size-fits-all well-being package is an example. Workers want their unique needs met–not to feel like another cog in the wheel.
Be sure to follow me on Facebook and Instagram @iamangelareddockwright, LinkedIn at Linkedin.com/in/angelareddock, and tune in to my weekly radio show, KBLA Talk 1580’s Legal Lens with Angela Reddock-Wright each Saturday and Sunday at 11 am PST, or catch past episodes on Anchor.fm/Spotify. You can learn more about the radio show here – https://angelareddock-wright.com/radio-show/.
Also, learn more about my book – The Workplace Transformed: 7 Crucial Lessons from the Global Pandemic – here – https://angelareddock-wright.com/book/.
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Experienced Employment Law Attorney, Mediator, Arbitrator, Investigator, Legal and Media Commentator
Twice-named a U.S. News Best Lawyer in America for employment and labor law, Angela Reddock-Wright is an employment and labor law attorney, mediator, arbitrator, and certified workplace and Title IX investigator (AWI-CH) in Los Angeles, CA. Known as the “Workplace Guru,” Angela is an influencer and leading authority on employment, workplace/HR, Title IX, hazing, and bullying issues. Furthermore, she’s been named a “Top 50 Woman Attorney” in California by Super Lawyers, a “Top California Employment Lawyer” by the Daily Journal and one of Los Angeles’ “Most Influential Minority and Women Attorneys” by the Los Angeles Business Journal.
Angela is a regular legal and media commentator and analyst and has appeared on such media outlets as Good Morning America, Entertainment Tonight, Law and Crime with Brian Ross, Court TV, CNN, NewsNation, ABC News, CBS News, Fox 11 News, KTLA-5, the Black News Channel, Fox Soul – The Black Report, NPR, KPCC, Airtalk-89.3, KJLH Front Page with Dominique DiPrima, the New York Times, the Washington Post, the LA Times, Forbes.com, Yahoo! Entertainment, People Magazine, Essence Magazine, the Los Angeles Sentinel, LA Focus, Daily Journal, Our Weekly and the Wave Newspapers.
Angela is a member of the panel of distinguished mediators and arbitrators with Judicate West, a California dispute resolution company. She also owns her own dispute resolution law firm, the Reddock Law Group of Los Angeles, specializing in the mediation, arbitration, and investigation of employment discrimination, harassment, retaliation, and other workplace claims, along with Title IX, sexual harassment, assault, and misconduct conduct cases, along with hazing and bullying cases in K-12 schools, colleges and universities, fraternities and sororities; fire, police and other public safety agencies and departments; and other private and public sector workplaces.
For more information regarding resources for employers, businesses, and employees during this time, connect with Angela on LinkedIn for new updates, or contact her here. You may also follow her on Instagram.
This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.