What Are The Top HR Trends In 2023? *

From DEI to prioritizing External HR, here are the 11 answers to the question, “What is the top trend for HR in 2023?”

DEI

Internal Mobility

Hybrid Work

Better Managers of People in a Hybrid Work Environment

Creating a Psychologically Safe Workplace

A Focus on People Science Skills

Employee Coaching

HR Leaders Must Become Agents of Change

Retention

Enhance The Communities of Engagement

Priority to External HR Vs Inhouse

DEI

In 2023, there will be an unmistakable trend toward diversity, equity, and inclusion (DEI). It is likely that we will see a significant shift in the way companies approach DEI within their organizations. We can expect to witness greater access for underrepresented communities in arenas traditionally dominated by majority or privileged groups. This shift may include targeted recruitment and hiring initiatives of diverse individuals from different racial backgrounds, genders, sexual orientations, religions, disability statuses, and other historically marginalized identities.Moreover, it is expected that traditional approaches such as ‘blind’ job interviews may become increasingly popular when recruiting new talent.

Alysha M. Campbell, Founder and CEO, CultureShift HR

Internal Mobility

Internal Mobility is on the rise and is a measure of how well managers, and leaders, are doing. It’s an indicator of being people-focused or human. It forces us to truly focus on talent and (developing) skills for the near & more distant future. HUMAN-centered leadership will become increasingly critical (again) and is the one true driver of sustainable success for any type of organization (for profit or not, public or private, established or starting) and critical for retention. Being HUMAN-centered, allows us to tailor agile approaches with the best interests of all at heart.

Evelyne Van Vosselen, HR Leader and Consultant, European Climate Foundation

Hybrid Work

Numerous surveys were done to gather feedback from employees. Survey results showed many employees preferred the hybrid way. The flexibility offered by hybrid work is unparalleled because it gives employees what they’ve been demanding for years and years – a healthier work-life balance, an improved work-life fit, more opportunities for continuous learning.As for organizations, they can have savings from a reduced carbon footprint as well as a wider talent pool to recruit from. However, the challenge for HR is to hire the right talent. Skills like emotional intelligence, continuous learning, and project management skills are needed for the new hybrid workforce.

H. S. Herjeet, Career Coach PCC, Career Coach, NTUC

Better Managers Of People In A Hybrid Work Environment

Before we dive into the metaverse, better leadership of diverse, remote teams is critical. With an increased focus on employee Mental Health, we don’t need managers to become therapists. We need them to be able to demonstrate empathy and know what actions to take in partnership with HR.

As simple as it sounds, HR must provide leaders with comprehensive development before they’re even promoted. That required training can include active listening, giving and receiving feedback, creating and developing an inclusive team, or conflict resolution.

These are the spaces where HR frequently hears managers drop the ball on leading teams. C-suite leaders must ensure they, too, are talking the same way the training is addressing the needs. Want to really make this training stick? HR and leaders should assess what managers should not be doing. What needs to come off their plate so they can better support employees’ needs which leads to the overall better health of the organization.

Ayanna Jackson, Career Coach, Ayanna E. Jackson – Career Coach

Creating A Psychologically Safe Workplace

Creating a psychologically safe workplace for employees will be one of the key priorities for HR leaders in 2023. Due to the pandemic, economic slowdown and other socio-economic factors there has been a substantial increase in people experiencing Anxiety, Depression, isolation, and other mental health concerns. This means that HR leaders need to invest in their managers to lead with empathy and authenticity. They would also need to build policies and mechanisms to support the employees dealing with these challenges.

It’s important that the organization’s culture is inclusive and enables people to bring their authentic selves into their workplace where they can share their views without any fear of being judged.

Shweta Mogha Co-Founder and COO, eWOW

A Focus On People Science Skills

The mission of HR professionals is changing, requiring a true upgrade in managing employee engagement & experience in the workplace. To undergo this upgrade, people science skills are one of the new directions and learning paths for those looking to bring a new flavor to the table allowing them to better understand the root causes of talent challenges, identify blind spots of opportunities, and create an environment to test ideas and measure the efficiency in real-time.

A majority of these skills are a combination of Human and Scientific skills such as (a) research & data analysis that will reduce guessing & support fact-based HR decision-making, (b) culture driven mindset that will tap into sources of employee drivers and career motivators, and (c) critical thinking that will enable teams to think innovatively, away from their usual patterns & not in silos. It’s a superpower recipe that when applied efficiently, HR can and will impact the business directly with valuable results.

Maya El Husseini, Executive Director, HR Transformation and People Science, The HR Clinic LLC

Employee Coaching

In this era, many employers value the importance of employee improvement and helping them develop skills, knowledge, and behaviors that can support their professional Growth and contribute to the success of the organization as well.Companies that offer to coach employees can benefit from improved performance and engagement from their employees, to develop their skills and achieve both personal and company goals. As part of this we’ll see more training, more emphasis on the value of meaningful conversations and purpose-driven work, and most importantly, growing recognition that human experiences – for all people, at all levels of the organization – sit at the heart of performance success.

Samar Siala, Career Consultant and Career Clarity Coach, S&H

HR Leaders Must Become Agents Of Change

C-suites across the country are leading at a time of unprecedented volatility and uncertainty. The rapid pace of change has rendered ineffective the traditional model of a single, visionary, leader. As a result, many organizations have become stuck as they try to apply old-world solutions to new-world problems. Now more than ever, HR leaders must serve as agents of change; modeling collaboration, leveraging data, and leading the effort to create a change-ready culture.

Tony Moore, The Culture Architect, Tony Moore Speaks

Retention

HR leaders will need to find creative ways to keep their organizations focused on employee retention as they navigate the business challenges presented by inflation and recession predictions. They will also have to continue to be visible and vocal advocates for Diversity, Equity, Inclusion, and Bias.

Communicating that these important values are “good for business,” not just initiatives to focus on when “business is good” remains key. Embedded in these trends are the need to offer and promote communication and teamwork skills. Leaders will need to use these learning opportunities to facilitate productivity and workplace effectiveness in virtual and hybrid working environments. Focusing on these areas will enable organizations to develop the necessary skills to address and adapt to change.

Enhance The Communities Of Engagement

The era of closed doors, silo HR Lab, with HRs being the only ones to create people initiatives for the employees is approaching its end. The communities of engagement take the floor in 2023 across companies that put people first.

These tribes are created by enthusiastic employees in any function, representative from the D&I perspective, and all driven by the purpose to make a difference in the workplace. From fun activations to structural changes, the engagement squads are directly involved in any change and mobilize the rest of the people, which makes all the employees feel heard, seen, and impactful.

By contributing to the people agenda, employees are more engaged and work more for their success, which translated into a great work atmosphere, loyalty to the company, great productivity, and excellent business results.

Anca Grezov, Sr. HR Manager, HR Consultant, Coach and Motivational Speaker, Growing Giants

Priority To External HR Vs Inhouse

External HR pros bring fresh eyes and perspectives, including best practices. Working simultaneously with many companies and industries gives external HR a deeper and broader exposure to considerably more stand-alone and unique HR situations. Being in different four walls, external HR is not in the thick of internal politics that could sway proper actions. Decisions are made, and action is taken, all while maintaining the interests of their client to increase profits and productivity of the team. Navigating Legal Issues on how to emerge unscathed, or at least with minimal harm. Get it done right with terminations, performance management, including progressive discipline. As well as coaching leaders on how to best handle employee situations. Your business is taken care of by a Sr. HR pro when the business needs this skillset. Continue to work on your business while HR works in your business.

Patty Miller, President & Sr. HR/Business Advisor, MillerNet HR & Business Solutions Inc.

• Note – Thank you Thylan Le – Community Manager and the Terkel Community for the opportunity to be a contributor to his article on HR Trends.
• Julienne B. Ryan, Principal, J. Ryan Partners Julienne B. Ryan is a certified AccuMatch BI coach and the author of “The Learned-It-In-Queens Communications Playbook — Winning Against Digital Distraction” and an applied, narrative storyteller, speaker, trainer, and coach. She believes in the power of listening and is on a mission to improve how we communicate with each other, one authentic conversation at a time. Click on this link to learn about her services.

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Julienne Ryan Humorist, Speaker, Trainer, Facilitator, Coach

Julienne B. Ryan began her professional career at age five when she did TV commercials and learned important things like “the teamsters always eat first,” her social security number and how to endorse checks for bank deposit.

Ryan studied psychology in college because she wanted to understand humans. She conducted her “field work” in a variety of roles, hearing the phrases “merger synergies, reorganizations, downsizing and rightsizing for change” more times than she cares to mention.

Later she enrolled in an Ivy League graduate school where she paid oodles of money to validate her prior on-the-job learning experiences. However, she did learn to name drop up-to-date theories and trendy psychologists with alarming ease.

Ryan evolved into working in “Talent Management,” a fancy way of saying “try to find people and keep them moderately happy.” With inadequate budgets and staff allocations, she had to find creative ways to encourage her staff to work effectively. These ranged from begging and borrowing resources, improvising childcare, telling stories and even giving snacks as rewards. She tried to convince herself that working a bazillion hours and “multi-tasking” equaled achievement.

Her work took place in cubicles, conference rooms or, with luck, in offices with a door. Occasionally she would make the time to emerge from her allotted real estate to really talk to people. Ryan learned something transformative in the process:

Yes, she was effective. But not because she used fancy theories – or gave great snacks. Ryan’s success, her staff believed, was a result of her uncanny knack for weaving storytelling with humor to motivate and encourage them. Crucially, they encouraged Ryan to de-emphasize “that normal HR stuff” and focus on bringing her unique storytelling skills to a broader stage.

Thanks to them, Ryan continues to collect, connect and tell stories in her work helping people find their “true selves in the world of work.

She is the author of the humorous, all true "The Learned It In Queens Communications Playbook - Winning Against Distraction!".that now includes a workbook and is available at booksellers across the globe..

She is a guest contributor to The Procurement Foundry, LifeBlood, and the global storytelling community.

Certifications include
Accumatch (BI) Behavior Intelligence
Narativ Applied Storytelling Methodologies
Collective Brains – Mentorship Methodologies