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Some significant trends in labor relations are predicted for the balance of this year and into 2023. Will your current practices prepare you for these 6 trends?

1. Generational make-up changes the workplace dynamics; a more age-diverse workforce.

The labor force is shrinking, in every industry. This makes retaining key employees more important than ever. Management training on everything from communication and empathy to providing constructive feedback and more is critical. Thoughtfully designed performance improvement, peer-to-peer recognition and other employee programs are proven to increase employee engagement. Management also needs training in administering rewards and recognition, especially when there is an enterprise-wide program in place.

2. White-collar workers organize on corporate social responsibility.

Employees expect organizations to take Corporate Social Responsibility (CSR) seriously, and employees organize to achieve change when they believe the company is not taking it seriously. How an organization manages it’s people, the planet and prosperity is increasingly important to attracting and retaining employees.

3. 2022 is an election year.

Like we need to remind you! This election year is proving to be just as divisive as the 2020 Presidential election year. The need for empathy, inclusion and calm communication is critical. Leadership and communication training can play a big part in de-escalating conflict and turn concerns into opportunities for growth.

4. Remote workers, vaccines and other pandemic-driven issues.

It’s not over! Businesses at every level are still dealing with changes that were necessary during the height of the pandemic…and changes that look like they’ll be permanent. Changes are necessary to keep remote and hybrid workers engaged, but it’s not impossible. A well-designed employee programwith the right communication components can make a difference.

5. Diversity & Inclusion, equity, social justice expectations will get stronger

There is increased scrutiny on organizations to demonstrate that they are closing gender pay gaps, hiring more employees from under-represented groups and otherwise practicing what they preach regarding diversity and inclusion. The majority of job seekers today say that a diverse workforce is important to them when considering job offers. Likewise, a majority of workers believes that a diverse workforce is more innovative. Organizations must establish programs and make significant Human Resources and other policy changes so that the practice of diversity and inclusion becomes ingrained in the company’s culture.

6. Globalization and Technology

Technology has enabled many employees to work remotely but has also fueled anxiety about job security. For employers, technology enables communication with remote workers and makes it possible to keep them engaged in employee programs and other employee retention and performance improvement initiatives. Globalization and new technological advances will add to changes in the workforce. It will be necessary for employees to learn new skills, possibly while performing their current tasks.

Rather than making assumptions about employee concerns, provide a means for employees to voice their concerns…and then really listen. Employers that are in touch with their employee’s needs and issues and put programs and policies in place to address them will be better prepared for these trends.

To get started preparing for what’s next in your organization, contact one of our Incentive Professionals today!