Working time to attract employees, automating many management roles or returning employees to the office is a trend this year.
Due to the impact of the pandemic on the labor market, the guidance job forecast in 2022 will continue to change. Here is a basic guide to predicting transformations in workplaces around the globe.
The company shortens working hours instead of increasing wages to hunt people
Employers have significantly increased wages to attract and retain employees. However, there are companies that do not have the financial resources to do. So, instead of trying to win the battle, the talent employees by raising wages has some employers reduce working hours and keep the old salary as an attraction.
According to experts, the reduction of time will give employers with limited payment capacity a better chance to compete with companies that offer higher wages but do not reduce working time.
Labor turnover rate continues to increase
Being flexible about how, where and when you work is no longer a differentiating factor, it's now a gamble. In the US, workers expect job flexibility as much as they expect retirement. Employers who do not have the flexibility will increase employee turnover when they leave to find the right job.
The challenge is that increasing job flexibility for employees still may not help reduce employee turnover in some companies, for two reasons. First, the forces holding employees back will be weaker. Employees who work remotely or remotely have fewer friends at work. As a result, social and emotional connections with co-workers will be weaker, making it easier for them to quit.
Second, there will be stronger exit factors as the number of potential employers increases. With the standard of hybrid and remote working, the geographical range of companies that someone can work for also widens. As a result, the number of employers competing for workers also increased.
Many management roles are gradually being automated
HR technology vendors are creating products that help with repetitive management tasks like scheduling, approving expense reports, and monitoring employee task completion.
The next generation of technology will begin to replace additional management tasks, such as giving performance feedback and helping employees build relationships with new colleagues. According to research by Gartner HR, 65% of the work a manager is doing is likely to be automated by 2025.
At this e of automation, companies will be faced with the choice of reducing the number of people working as managers or changing expectations about what it means to be a manager.
Remote work tools that will help measure and improve performance
As work is more geographically dispersed, managers have less visibility into what employees are doing. This leads to inaccurate and potentially biased performance ratings based on where employees work rather than their performance.
Gartner's Fall 2020 survey of nearly 3,000 managers found that 64% of managers and executives believe that staffs are more productive than remote staffs. 76% believe that staffs are more likely to be promoted.
In the future, the same tools that employees use to work will be used in assessing employee contributions. In online meetings, for example, new technology can prompt management to care about those who are not as active in the meeting as others. They will cause participants to reframe the types of interactions needed.
Many companies will ask employees to return to the office
More than 90% of US employers plan to adopt a hybrid working model for knowledge workers by 2022. Although that was set earlier this year, Gartner predicts many companies will change course. and ask employees to return to the office full-time.
Factors driving this change include poor business performance that CEOs attribute to the hybrid work model. In addition, there are concerns about employees taking advantage of other jobs and the risk of losing company culture.
(Havard Business Review)
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