At the beginning of 2022, many expected the world to return to normal. Vaccines had begun to be implemented, and many managers thought it would only take a few months for employees to return to work.

But the proliferation of 2022 new Covid variants has been more painful than expected, with all-time high turnover rates and high inflation levels. And we came to the middle of 2022…

Here are 5 key trends that will shape the business world in 2022:

1. Equality will increase its importance in companies.

Whether it’s race, climate change or Covid vaccine distribution, debates about fairness at its core have become even more important in society. The frequency with which CEOs speak about equality, fairness and participation has increased by 658% since 2018.

Questions of justice and equality began to emerge in new ways:

Who has access to flexible working? While some managers provide flexibility to their employees, there are managers who do not embrace it.

In today’s labor market, companies pay a 20% compensation premium for hiring new employees. Is it fair to pay new employees much more than established employees?

Companies offer new investments for certain segments of the workforce (for example, additional financial resources to support employees with children). While these investments are critical to helping employees do their jobs, childless workers ask, “Why do parent employees get something and I don’t?” he asks.

In 2022, managers will need to consider how they manage fairness and equality across the increasingly diverse employee experience. In fact, this will be the number one priority for HR managers next year.

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2. Companies will reduce working time instead of increasing wages to attract talented workers.

Employers offer significant pay increases to attract and retain talented employees in today’s market. When inflation is taken into account, real wages have fallen seriously. And if inflation continues to rise, employers will find that the value of compensation they offer in terms of workers’ purchasing power becomes less and less.

While some companies can compete for talented employees through pay alone, others simply don’t have the financial resources to do so. Instead of trying to win the talent war by increasing compensation, some employers are reducing employee hours and keeping compensation flat.

As wages rise, leisure becomes more valuable and attractive to workers. Reducing the hours employees have to work; It offers employers with less liquidity the chance to compete with companies that offer fewer hours of work, while offering higher overall wages.

3. The complexity of managing a hybrid workforce will force some employers to return to the office.

More than 90% of employers plan to adopt a hybrid working model for their employees by 2022. While this will mark the beginning of the year; It is expected to be the high-profile company that changes course and demands that its employees return to the office full-time. The factors driving this change are:

*Poor business performance that CEOs try to reason about hybrid work

*Increased turnover of employees working with a hybrid program

* Loss of company culture thought to be caused by this situation

However, organizations implementing a full return to office will quickly find that the challenges they face are driven by other key factors. Demanding that all employees return to the office will only increase turnover rates even more.

4. Space will be created for managers to establish more human relations with their employees.

The manager-employee relationship has become more important than ever. For hybrid and remote workers, their manager is their employer’s primary point of contact experience. Managers are also first in line in raising and raising concerns about fairness in the workplace.

Next-generation technology will begin to replace additional management tasks such as providing performance feedback. Research shows that 65% of the tasks a manager currently performs have the potential to be automated by 2025.

With this growth in automation, companies will face a choice: reduce the number of managers or change expectations of what it means to be a manager.

Organizations that extend managers’ areas of control to more direct reports will allow companies to reduce labor costs as they will need fewer managers.

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5. Wellness will be the newest metric companies use to understand their employees.

For years, managers have tried different methods to understand their employees, such as employee satisfaction or loyalty. In 2022, organizations will add new measures that assess their mental, physical and financial health.

Many companies have expanded the wellness support they provide to their employees after the pandemic. According to a Gartner 2020 study of 52 HR executives:

*94% of companies have made significant investments in welfare programs.
*85% increased support for mental health benefits
*50% more support for physical health
*38% increased support for financial well-being

These programs have been of great benefit to those who use them correctly. Gartner analysis shows that employees who use them report 23% higher mental health, 17% higher physical health, and are 23% more likely to say they sleep well at night. These improvements in personal results translated into higher levels of performance and employee retention.

In 2022, organizations will adopt new employee well-being measures that address the financial, mental and physical health of their employees to more accurately predict employee performance and retention.

Source:

https://hbr.org/2022/01/11-trends-that-will-shape-work-in-2022-and-beyond https://hrdergi.com/2022-icin-ik-trendleri-degisimi-yonletme -and-if-value-add https://www.octanner.com/insights/articles/2021/10/27/_5_culture_trends_for_2022.html

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About The Author

Mohamed Firnas

“🌟 Meet Mohamed Firnas: With over two decades of experience in HR, Mohamed is a trusted advisor known for his strategic insight and compassionate leadership style. He’s committed to creating workplaces where every voice is heard and valued. 💼 Passionate about nurturing talent and driving positive change. Join him on the journey towards building better organizations! #HRProfessional #GulfRegion #Leadership”

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