Forbes, March 03, 2023, By Dinesh Sheth
To say the nature of work has changed since 2020 is both a well-known understatement and a fact that continues to challenge human resource (HR) leaders as they work to develop solutions in a dynamic and ever-changing environment. According to a recent article by MIT Sloan Management Review, "nearly 81% of workers face some form of burnout or mental health issue, and 68% of employees say their daily work has been interrupted by these challenges." Additionally, a survey conducted by McKinsey & Company and cited in an article by the World Economic Forum found that "52% of respondents would prefer a hybrid working model post-Covid-19."
Workplace traditionalists are quick to point out that given the current market, these new work preferences could change should the country find itself in a recession-which could be true. However, it is important not to underestimate the seeds of change that have been sown over the past three years. HR leaders and senior executives do themselves a disservice if they fail to recognize the changing work trends and to strategically leverage technology to save time and cost as we move into the new year.
Shifting Priorities
Employees manage family responsibilities, community obligations, health concerns, financial challenges and more. What many realized during the periods of stay-at-home orders was how manageable things became by reducing or omitting the daily commute. Suddenly, many gained breathing room in their crowded schedules and found the time to achieve more in a day. Thinking that this gift of time is something employees or prospects are willing to give up is not logical. Even as economic considerations shift employee priorities, I believe the demand for flexibility will remain high.
A study by Axios Harris Poll reveals “Nearly half of Gen-Z workers said... they'd take a pay cut to work for a more flexible company. And three-fourths of Gen-Zers say workplace flexibility is the top benefit they're searching for.” Gen-Z employees, the newest generation to enter the workforce, are starting their careers keenly aware of and seeking flexibility in the workplace.
The desire for more flexibility as well as concerns regarding diversity, equity and inclusion (DEI), fair pay and other movements experienced in this young decade have directed the spotlight toward company values and culture. With DEI, social pressures are prompting workplaces to improve hiring tactics for a more diverse workplace. Across multiple industries, workers are calling on companies to be more transparent with their compensation and improve disparities across socioeconomic groups.
These movements, DEI, fair pay and flexibility, are influencing the future of work, specifically how people connect with their workplace. Incorporating these changes can position organizations well and give them an advantage over their competitors in the talent recruitment and retention match. Failing to meet these demands may prove to be a misstep, creating a framework that can prove hard to change. Perhaps the effects will not be felt today but in the near future.
Tech Is The Next Step
Currently, HR leaders have their plates full. Their jobs were busy enough before the pandemic and now they are even harder, with some HR leaders handling system challenges and employee concerns on a day-by-day basis. HR leaders should be able to streamline their operations and outsource some of the functions of their roles to other staff members so they can focus on the initiatives shaping company culture.
This is where technology is changing the game. Technology can aid an employee in an EAP or FMLA request, or help manage the new hire onboarding process. And not only are employee needs addressed, but HR is also saving time by focusing on the areas of their jobs that require their full attention and saving costs through automation.
As we discussed earlier, the workforce is more flexible than ever. Workers regularly attend appointments in the middle of the day, check their emails from the carpool lane or plan for upcoming travel after their day has concluded. These scenarios demand mobile communications strategies to disseminate company updates and benefits information.
Deploying an easy-to-use, integrated communications initiative to engage employees through a channel they already use heavily will allow employees to access their benefits. For instance, employees can inquire about and access their health benefits in a mobile app, when and how often they want, without taking time away from other HR functions. Full disclosure: My company offers an employee engagement platform, including an app like this, but the bigger picture of tech in HR includes many other products and services, and embracing mobile tech can apply to general communications as well. Push notifications and text reminders, for instance, can help employees with scheduling and other job-related issues when they're away from their desks.
The Workplace Is Changing
Adapting to change is often uncomfortable. For the past three years, the world of work has experienced a degree of change that far outpaces anything we have seen in generations. And so, HR leaders must get ahead of this change and create spaces that encourage productivity and ensure employees can have the work-life balance required in the modern era.
Never have we faced so much change so quickly. However, flexible technology deployed early can help. Automation, centralizing resources, deploying solutions through mobile channels and leveraging them to save time and costs are benefits that help employees but also help employers continue to find success. As the nature of work continues to change and the digital HR ecosystem continues to evolve, HR leaders need the right partners to help them move forward. Together, leaders and tech can create great working environments and start 2023 strong.