-Henry Evans

Workplace culture has always been a significant factor in recruiting, retaining employees, and overall company success, it is now more than ever the key to a successful recovery and business survival. Employees are more inclined to join and quit companies with great corporate cultures, according to studies, and these companies earn up to five times more income while boosting their intrinsic worth.

This startling figure should keep CEOs awake at night! It's a hint that company culture isn't yet reaching the status of a "differentiator" for many businesses. 

Few predictions for talent management trends in 2022 are as follows:

Trend#1: Managing Mulwordti-Generational Workforces 

Q: What do a college graduate born in the new millennium and a nearly retired colleague have in common?

A: A lot more than we might think!

They're at different stages of life, have different professional goals, and were introduced to computers at different points in their lives, but they both value flexibility, work-life balance, and employers who share their values.

Attempts to manage employees of different generations should include a commitment to addressing their unique concerns while emphasizing their similarities. Many businesses find the task overwhelming, but with proper communication, it can be accomplished.

Trend #2: The Great Return? Remote, Hybrid and In-Person Work Models

Work-life balance and flexibility are not new topics, but the pandemic has shone a brighter spotlight on unconventional work arrangements than ever before. Companies are considering various models as they look to the future, with some preferring a full-scale return to the office, others going completely remote, and many attempting to sort out the specifics of a hybrid arrangement. 

Organizations will need to assess the impact of each model on productivity and culture, and must not ignore the question. Employees are divided on which model they prefer, but they will want to know about the business policy. Those who do not provide flexibility will find that their competitors do, and as a result their recruiting and retention efforts will be hampered.

Trend #3: The New Benefits and Perks Paradigm: It’s Personal

Individuality is a highly valued principle in today's workforce, as seen by the benefits and perks being offered. With progressive businesses getting increasingly inventive in their offers, what was once a 'prix fixe' has turned into something of a buffet.

Health insurance and personal development opportunities are still widespread, but flexibility programs and large vacation packages have also been included in that. Personal recognition programs boost employee morale. For people who work from home, home office budgets make sense. Mental health programs, child care support, and a variety of other perks are being utilized to entice a workforce whose concerns have grown beyond monetary remuneration.

Trend #4: Increased Emphasis on Critical Skills

Most sectors are evolving rapidly, and with it comes the realization that most hard, technical skills have a limited shelf life. Soft skills, such as the ability to learn, communicate, and deal with unusual situations, are more transferable and are becoming more valuable during the hiring process.

As a result, the dreaded 'how do you feel about' or 'tell me about a time when' questions, which make some interviewees squirm have become ubiquitous. While these soft skills are not as teachable as more technical abilities, they can be developed via training and development and should be appreciated. The need for businesses to pivot their approach – in many instances, transitioning to a digital-first model – has fast tracked the focus on learning digital skills as well.   

Trend #5: Cyber security for Remote Work

The down side of remote work models is that co-workers have less direct interaction with one another. Employees may be prone to developing bad security habits if members of the IT department do not walk past their desks, placing companies at risk.

Companies are reminded of the significance of regular assessments, company-wide awareness, and the development of strong policies as stories of cyber-attacks make the headlines on a regular basis.

Trend #6: Company’s failing to Prioritize Culture Will Struggle to Retain Talent

Despite many employers' dire employment circumstances, data suggests that company culture is not being given the attention it deserves. Companies that fail to put company culture first do so at their peril. Culture, like finance, marketing, and operations, necessitates ongoing monitoring, and those who work to improve it will reap the benefits. Adopting the right assessment process is essential to create an equitable performance management system where you get to celebrate and honour the uniqueness of every individual through every daily experience. The work market, like the consumer industry, is fiercely competitive, making communication an essential component. Those who thrive in this area should herald their success, as it will help their recruitment efforts.

Trend #7: Well-being of employees remains center stage

Employee mental well-being will most likely remain a top priority. Many employees – and their managers – continue to struggle to strike a healthy balance between work and life in a pandemic. One of the growing 2022 workplace trends is to provide employees with access to stress-relieving tools. It can be done through providing employees with meditation app subscriptions, yoga center memberships, or passes to well-being events or webinars.

As a gatekeeper to maintaining a productive work culture, there is a need to redefine the HR role. By speaking the language of business, championing employee needs, embracing innovation and being equipped with the right tools to proactively respond to any possible change, companies would undeniably be able to prove their value and demonstrate true leadership.