The new year is on the hori­zon, and every­one is pre­dict­ing what 2023 HR trends to antic­i­pate. Recent­ly, HR Exchange Net­work post­ed a ques­tion on Terkel.io to dis­cov­er what Human Resources and busi­ness lead­ers will be nav­i­gat­ing, chal­leng­ing, and expe­ri­enc­ing in the year ahead. Here are the answers:

Bring It with Gamification

“Gam­i­fi­ca­tion is one of the biggest HR trends of 2023. It’s the use of game-like ele­ments in non-game con­texts, such as using points, badges, and leader­boards to encour­age employ­ees to achieve their goals. Gam­i­fi­ca­tion can also be used to engage employ­ees in learn­ing new skills or knowl­edge. There are many ways to gam­i­fy your HR pro­gram, but one of the most impor­tant things to keep in mind is that you need to make sure the games you cre­ate are fun and chal­leng­ing.” -Antreas Koutis, Admin­is­tra­tive Man­ag­er, Financer

Become the Great Communicator

“Many employ­ers face an uncer­tain future in 2023. Ris­ing infla­tion, util­i­ties prices, and the pos­si­bil­i­ty of eco­nom­ic reces­sions are all com­bin­ing to intro­duce doubt about the next 12 months. One of the biggest ques­tions for HR and senior lead­ers is going to be what they do on staff pay in response. Raise salaries to keep peo­ple afloat or hold back because the pos­si­bil­i­ty of a reces­sion may erode prof­itabil­i­ty? For those com­pa­nies who can’t raise salaries to match infla­tion, ben­e­fits are going to become even more important.

Cru­cial­ly though, employ­ers may not need to intro­duce new ben­e­fits, just to com­mu­ni­cate bet­ter about exist­ing ones…2023 may be the year that HR seeks to make ben­e­fits com­mu­ni­ca­tions loud­er through a mul­ti­chan­nel com­mu­ni­ca­tions strat­e­gy that reach­es every work­er, no mat­ter where they are.” -Scott Hitchins, CMO, Inter­act Software

Meet in the Metaverse

“The biggest HR trend is Meta­verse. Accord­ing to Gart­ner, 25% of peo­ple will spend at least one hour dai­ly in the meta­verse by 2026. This sug­gests that some of these ini­tia­tives, such as vir­tu­al events, employ­ee onboard­ing, career fairs, and meet­ings, will be launched by the biggest com­pa­nies in this field in 2023. The meta­verse makes it pos­si­ble to reimag­ine a cre­ative, col­lab­o­ra­tive, and pro­duc­tive world with­out being restrict­ed by phys­i­cal conventions.

The small num­ber of com­pa­nies that have begun to take advan­tage of the meta­verse’s pos­si­bil­i­ties will have more mod­ern employ­er brands, more excit­ing inter­ac­tions with remote appli­cants, and even be able to increase pro­duc­tiv­i­ty. To employ tech­nol­o­gy effec­tive­ly, our HR ensures healthy meta­verse work­ing pro­ce­dures by cre­at­ing new hybrid work­ing poli­cies and train­ing lead­ers through ses­sions on how to lead in this unique, upcom­ing set­ting.” -Shaun Con­nell, Founder, Writ­ing Tips Institute

Put Out the Fire to End Burnout

“One of the biggest HR trends of 2023 will be the ini­tia­tives to counter or avoid employ­ee burnout. Employ­ee well­ness will be empha­sized more because it’s one of the fac­tors that appli­cants pri­or­i­tize when look­ing for a job. If you want to hire qual­i­ty tal­ent, you must attract them with qual­i­ty com­pen­sa­tion, which is why well­ness pro­grams that pri­or­i­tize employ­ee health, hap­pi­ness, and con­tent­ment will be a big deal in the future.

To pre­pare for this, we have already slow­ly imple­ment­ed a few pro­grams. A part of our employ­ee ben­e­fits includes a health care plan that encom­pass­es men­tal health ser­vices. They may not be open to seek­ing help from peers and their man­ag­er, but at least you made it known that you have pro­vid­ed it for their use at any time in case they need coun­sel­ing and ther­a­py.” -Deb­bie Meeuws, Own­er and CEO, Nature’s Arc Organic

Get Your People to Stay

“I think one of the biggest HR trends of 2023 will be a focus on employ­ee reten­tion. With the econ­o­my slow­ly recov­er­ing from the pan­dem­ic, com­pa­nies will be more wor­ried about los­ing their top tal­ent to com­peti­tors. Com­pa­nies will increas­ing­ly rec­og­nize that it is more cost-effec­tive to invest in retain­ing exist­ing employ­ees than to con­stant­ly recruit and train new ones.

They’ll there­fore invest more in employ­ee devel­op­ment and engage­ment pro­grams. I’m prepar­ing for this trend by ensur­ing that our HR poli­cies and prac­tices are aligned with our com­pa­ny’s strat­e­gy and goals. We’ll also need to focus on cre­at­ing a pos­i­tive work envi­ron­ment and offer­ing com­pet­i­tive ben­e­fits pack­ages.” -Johannes Lars­son, Founder and CEO, JohannesLarsson.com

Make It the Year of Flexibility

“One of the biggest HR trends of 2023 will be the con­tin­ued rise of remote work. With more and more com­pa­nies embrac­ing flex­i­ble work arrange­ments, it’s like­ly that even more employ­ees will be work­ing from home in the next few years. To pre­pare for this trend, my HR team and I are focus­ing on cre­at­ing poli­cies and pro­ce­dures that will make it easy for employ­ees to work remote­ly. We’re also work­ing on ensur­ing that our com­mu­ni­ca­tion and col­lab­o­ra­tion tools are up to date so that every­one can stay con­nect­ed no mat­ter where they are.” -Erik Pham, CEO, Health Canal

Invest in Self-Care

“A sub­tle prob­lem is affect­ing orga­ni­za­tions. Accord­ing to the Amer­i­can Psy­cho­log­i­cal Asso­ci­a­tion (APA), the pan­demic’s effects on work­place stress were felt by more than three out of five employ­ees. Eighty-sev­en per­cent of Amer­i­cans are con­cerned about infla­tion, and sev­en in 10 work­ers are wor­ried that their income has­n’t grown to reflect increas­es in pur­chas­ing pow­er. In order to address the burnout dilem­ma, HR must first address its own.

Even though it may go against the basic require­ment of their pro­fes­sion to pri­or­i­tize help­ing oth­ers, human resources spe­cial­ists should put on their own oxy­gen masks first. If not, the depart­ment won’t have the resources to help the rest of the busi­ness. The next thing we expect HR to do is to take a more proac­tive approach to resilience and well-being. This requires devel­op­ing a more com­pre­hen­sive employ­ee wel­fare strat­e­gy that gives pri­or­i­ty to their finan­cial, phys­i­cal, and men­tal well-being.” -Brad Burnie, Founder, Starships

Promote from Within

“One poten­tial HR trend in 2023 is the pri­or­i­ti­za­tion of inter­nal mobil­i­ty to boost employ­ee morale and fos­ter career devel­op­ment. Com­pa­nies will invest in reskilling and upskilling their exist­ing employ­ees to pre­pare them for more exten­sive and tech­ni­cal roles. Doing so will allow these employ­ees to progress in their cho­sen fields, which equates to team growth and pro­fes­sion­al satisfaction.

As ear­ly as now, we’re slow­ly divert­ing our efforts to inter­nal mobil­i­ty, which finan­cial­ly ben­e­fits our com­pa­ny and accel­er­ates our recruit­ment process. Since we no longer need to out­source tal­ents, we can focus more on our cur­rent employ­ees, allow­ing us to assess bet­ter who deserves to get pro­mot­ed based on their run­ning per­for­mances. It also lets us save on future finan­cial expens­es, as spend­ing to retain exist­ing tal­ents is more bud­get-friend­ly than acquir­ing new ones.” -Sam Tabak, Board Mem­ber, RMBH Charities

Be More Transparent about Pay

“Giv­en the new laws that have gone into effect recent­ly (New York’s Pay Trans­paren­cy and Colorado’s Equal Pay) along with the new laws going into effect in Wash­ing­ton and Cal­i­for­nia, keep­ing pay behind closed doors is going to become increas­ing­ly dif­fi­cult. There are many dif­fer­ent approach­es to this, but I am in favor of first mak­ing sure all employ­ees with­in the com­pa­ny are with­in the band and then mak­ing all bands pub­lic. While it may be a bit rad­i­cal, I’ll tell you why.

First, it increas­es trans­paren­cy and equi­tabil­i­ty for your employ­ee pop­u­la­tion, which I’ve seen often results in more buy-in than less. Sec­ond, it wastes less time for the com­pa­ny and can­di­dates dur­ing the recruit­ing process. Last­ly, attract­ing more tal­ent with­in range, which long-term is bet­ter ROI. While this sort of trans­paren­cy can be very hard for com­pa­nies, in my expe­ri­ence it’s a ton hard­er to deal with the poten­tial ram­i­fi­ca­tions of not post­ing them, both from a com­pli­ance per­spec­tive and as a tal­ent reten­tion tool.” -Cheyenne Hor­vat, Man­ag­er, Peo­ple Ops, Carta

Rely More on Advanced HR Tech

“Algo­rith­mic HR is already gain­ing ground in the gig econ­o­my. Experts are antic­i­pat­ing that by 2023, the major­i­ty of HR depart­ments across the indus­try will start rely­ing on it as well for HR man­age­ment. The pre­dic­tion is there will be vast incor­po­ra­tion of AI for HR func­tions such as hir­ing and fir­ing can­di­dates, grow­ing the can­di­date pool, and facil­i­tat­ing employ­ee engage­ment in the workplace.

In our com­pa­ny, we’re prepar­ing to incor­po­rate algo­rith­mic HR in our oper­a­tions by slow­ly inte­grat­ing AI and machine learn­ing into our recruit­ment process. We’re con­duct­ing A/B test­ing to find the best AI tools that work best for us. We want to take own­er­ship of this new sys­tem so that we can ensure that there is fair­ness and inclu­sion in this process.” -Sta­cie Tyler, CFO, Walk Big Media

By Francesca Di Meglio

Orig­i­nal­ly post­ed on HR Exchange Network