9 Trends That Will Shape Work in 2023 and Beyond

March 16th, 2023.

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Everyone has been on the edge since the Silicon Valley Bank collapse, specifically the venture capital, startup, and cryptocurrency industries where SVB had significant involvement as a lender and banker.

While there is still much uncertainty to be revealed in the upcoming weeks, we wanted to provide insights into the patterns that will impact the scope of work in 2023.

Enjoy!

In Today’s Edition

• 9 Trends That Will Shape Work in 2023 and Beyond

• Handling Employee Layoffs with Tact and Sensitivity

• Are we in another Financial Crisis?

• A 10-Step Playbook for Founders with Silicon Valley Bank Accounts

9 Trends That Will Shape Work in 2023 and Beyond

In the January- February edition of the Harvard Business Review. The writers focused on 9 trends they believe will shape work in 2023. The trends include hybrid work models, digital transformation, employee well-being, diversity and inclusion, social responsibility, gig economy, automation, reskilling, and collaboration.

Some of these trends are things you are familiar with but we hope there’s one you pay special attention to. Let’s look at all 9 trends.

1. Employers will “quiet hire” in-demand talent: Organizations will use discreet methods such as referrals, online platforms, and internal mobility to attract and retain talent without triggering a bidding war or upsetting their existing workforce.

2. Hybrid flexibility will reach the front lines: Organizations will offer more flexible work arrangements to frontline workers such as retail, hospitality, and manufacturing employees, who have traditionally been excluded from remote or hybrid work options.

3. Managers will find themselves sandwiched between leader and employee expectations: Managers will face increased pressure from both senior leaders and employees to deliver results, support well-being, foster collaboration, and drive innovation. They will need new skills and tools to balance these competing demands.

4. Pursuit of nontraditional candidates will expand talent pipelines: Organizations will look beyond traditional criteria such as degrees, certifications, and experience to identify candidates with relevant skills and potential. They will use alternative assessments such as gamified tests, simulations, and projects to evaluate candidates

5. Healing pandemic trauma will open the path to sustainable performance: Organizations will recognize that many employees are still suffering from the psychological effects of the pandemic such as anxiety, depression, burnout, and grief. They will provide proactive rest, mental health support, and trauma-informed leadership to help employees heal and thrive.

6. Organizations will drive DEI forward amid growing pushback: Organizations will continue to advance their diversity, equity, and inclusion (DEI) efforts despite facing resistance from some stakeholders such as regulators, investors, customers, or employees. They will use data-driven strategies to measure progress and address gaps.

7. Gig workers will demand more than flexibility: Gig workers such as freelancers, contractors, and consultants will seek more than just flexible work arrangements from their employers. They will also expect fair compensation, benefits, security, and opportunities for learning and growth.

8. Automation will accelerate reskilling: Organizations will use automation to augment human capabilities rather than replace them. They will also invest in reskilling their workforce to adapt to new technologies and roles. They will leverage digital platforms, micro-credentials, and personalized learning paths to enable continuous learning.

9. Collaboration will evolve beyond teams: Organizations will encourage employees to collaborate across teams, functions, and boundaries rather than within silos. They will use network analysis, social recognition, and cross-functional projects to foster a culture of collaboration

Which trend stood out the most to you? I’d like to know

SPECIAL FEATURE

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CORPORATE CULTURE AND TEAMS

Handling Employee Layoffs with Tact and Sensitivity

In light of the ongoing recession, companies may be prompted to postpone hiring and continue downsizing their workforce to decrease expenses, as a precaution in case the situation deteriorates further.

Although you can’t take away the distastefulness of the situation, being polite acts as a buffer, a form of shock absorber, that makes being fired much more tolerable for the employee(s).

TRENDING

We Got Featured!

We're changing the narrative in the recruitment industry!

At CareerBuddy, we recently launched our subscription-based recruitment service directed at fast-growing startups across Africa. With this latest hiring service, medium-sized businesses and startups with opportunities to grow can get access to top talents, providing a mutually beneficial relationship for all.

AS SEEN ON TWITTER

Are we in another Financial Crisis?

Twitter has become a school with endless resources, every week I will be sharing useful tweets that will be beneficial to you as you continue to build amazing products. Click on the images to view the thread.

FROM THE LEADER’S LIBRARY

A 10-Step Playbook for Founders with Silicon Valley Bank Accounts

Silicon Valley Bank (SVB) used to be one of the leading banks supporting small businesses in the technology world. However, today, numerous depositors are facing difficulties in obtaining capital from the bank.

While we remain optimistic about the future of SVB's client companies, it's crucial for founders and CEOs to prepare for the worst-case scenario.

To increase your company's chances of success, we found this 10-step playbook for founders and CEOs;

MEME OF THE WEEK

Source

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