Human Resources - Five Trends for 2022

by Nora Köppling

The pandemic has brought many changes and challenges to our work environment which have fundamentally contributed to the way we work nowadays. Having adapted ourselves to the circumstances as well as having a higher vaccination rate brings us closer to the new normality. In 2022 it will be compulsory to design such new normality using the lessons learned throughout the pandemic, what is to remain and which aspects from before the pandemic should be re-adopted. These will be the big questions that should be answered next year.

1.     Well-being at work

Well-being in the work environment is an experience learned from the pandemic and is here to stay as many workers will consider it when choosing their future employer. Enhancing the work environment, contributing to an increased motivation, and preventing stress will be critical to both attract and retain talent. Therefore, implementation of methods to help in detecting mental health issues amongst employees and ensuring availability of the necessary resources for treatment is critical. Prevention of health problems will involve promotion of teamwork and physical activity and so the company will play an essential role thereof.

2.     Up-skilling and re-skilling

The term upskilling refers to the development of new abilities as well as stand out the existing abilities for the due execution of the current job.

The term reskilling on the other hand means the development of new abilities necessary for the due performance of new positions within the organization.

Upskilling and reskilling are two ways to prevent hiring new employees and onboarding them, thus reducing costs substantially. At the same time employees’ satisfaction improves throughout the whole employment cycle, the company becomes more dynamic, and the employees more versatile. Reskilling and upskilling also becomes crucial as new positions have emerged as a result of the pandemic. Some examples are a higher demand of health staff as well as roles related to ethics, environmental issues, and management of new ways to work.

Finally, re-skilling and upskilling contributes to improve the employer brand as it is an offer for the employee to grow along with the company.

3.     More diversity

As a new generation is commencing to work, more modern values are demanded from companies and young talent exceeds social and civil rights, so employees are treated for who they are and not because of stereotypes. This is especially relevant for personnel recruitment and employee’s appraisals during feedback sessions once they have already begun working for the company. Furthermore, more young people would like to work at socially responsible companies that even overcome their own goals.

4.     Hybrid work

Another aspect that will remain after the pandemic entails remote work, hybrid work, and flexible work environment work models. Organizations will adapt to this depending on their necessities, their organizational culture, and their corporate strategy. It is also important to consider which are the employees’ expectations. Having a flexible work environment new collaboration and learning methods are needed and sought for. Flexible working models not only attract more talent, but it can also be a benefit for the company as it can result in significant cost reductions for the company as for rent and equipment is concerned. Remote hiring can be an advantage as time is spent more effectively, candidates do not need travelling and candidate reach is higher.

5.     Employer branding

This will be trendy in 2022 for there will be a closer approach to employer brand. In our last blog we introduced the Employer Brand concept and how to implement it. Want to read the article? Please click here.

The employer brand becomes more and more important. During the pandemic many people kept an eye on the companies’ behavior with the purpose to assess their crisis management abilities. Hence, investing in employer brand is essential to attract and retain talent, i.e., some say technological solutions should be implemented to incorporate the entire employee cycle thus improving everyone’s experience. However, not only technology plays an important role here but also affinity and relationships with his or her employer – from application submittal, hiring and eventual resignation. Although a candidate is not chosen for the position, for the sake of the company’s reputation it is important to know how candidates felt during the entire process.

If we consider that remote workers are not as committed as they should be, having a good employer brand to retain these employees is even more relevant. In order to achieve online integration activities such as virtual meetings, games and competitions may be implemented.

In conclusion, an orientation-like year is awaiting. How do we want work’s future to be? Which aspects of work environment occurring during the pandemic shall remain and which ones should be discarded? For sure, this will be a great opportunity to design the future of work.

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