If 2021 and 2022 were a photograph, the image of the world of work would be totally different. The world of work had transformations throughout the past year. Regulations, new worker expectations, job flexibility, talent shortages and mental health issues are just some of the issues that shaped the work schedule of the last year. In the coming months, the changes will continue and the observed trends will be consolidated.
“It will have to do with consolidation, since many workplace trends come to the fore: economic recovery, flexible working, the green transition, sustainable and inclusive business models, digital transformations and more”, said Alain Dehaze, CEO of Adecco Group in an article for the World Economic Forum (WEF).
According to LinkedIn, trends such as flexibility, internal mobility and hiring based on skills will be more visible during 2022 and will shape new ways of working and perceiving the world of work.
According to Adecco and LinkedIn, the trends that will shape the labor market this year are:
1. Flexibility to attract and retain talent
The telecommuting full time and hybrid models they are part of the great transformations that have accompanied the pandemic in the last two years. From being an emerging response, these new work formats have become one of the priorities for talent.
LinkedIn research suggests that nearly half of professionals in Mexico want a mix of in-person and remote work. In response, some companies have adopted this format as an option for their workforce.
In 2021, Avast was one of the companies that incorporated a “Work from anywhere” contract, a model that will allow its collaborators to choose where they will carry out their activities, it can be from home, a cafe or another country. For this year, Banorte will adopt three work formats, face-to-face, hybrid and remote. “Yes, we’re back… but we couldn’t go back to the same way of working,” the bank told its employees in a statement.
According to data from LinkedIn, the 81% of senior executives worldwide they are changing their corporate policies to offer greater flexibility to their workforce so that they can decide whether to work from home or in the office, which will translate into a significant increase in productivity rates.
2. Talent shortage
The shortage of professionals it is a reality in some areas due to the abrupt changes generated by automation and digitization, the transition towards a green economy, the lack of decent working conditions, the limited offer of training based on practice and the disconnection of academic programs in universities with the needs of the market.
“The events of the last 24 months have also made the problem worse: countries closing borders hampered the mobility of talent; many countries saw a disproportionately high number of workers take early retirement and drop out of the workforce. Finally, the virus itself impacted the talent shortage, affecting people’s health and ability or willingness to return to the workplace,” says Alain Dehaze.
Faced with an uneven economic recovery, it will be necessary for countries to invest in efforts to upgrade and skills improvement quickly if they want to avoid a long-term rise in unemployment.
3. Hiring for skills and not for titles
Talent shortages and the need for a re-skilled workforce will mean hiring by academic qualifications will take a backseat in 2022 as HR professionals begin to hire professionals based on their qualifications. abilities, competencies And till certifications.
According to LinkedIn, this new talent recruitment ideology will be a key element for companies in Mexico, since it will allow them to have more diverse workforces, while helping professionals to stand out in such a competitive labor market. like ours.
4. Transition to the green economy
In 2021, there was frequent talk about the skills that the workforce must have to move towards the green economy. But the way was not addressed so that the transition is not unequal among workers.
“In 2022, we must marry the social with the environmental instead of seeing them as two different pillars. It is time to take a human-centered approach to climate change mitigation and adaptation and prioritize investments in people to ensure that green transition that is coming is fair and inclusive”, exposes the CEO of Adecco.
In this sense, it is important that organizations identify the skills that your business will need in the next two or five years and, based on this, train all your staff, from operational workers to executives.
5. Prioritization of internal mobility
Faced with an international economic landscape in constant transformation and a highly competitive labor market, investment in the workforce training and internal mobility programs is one of the most important for companies seeking to improve their results, while offering better opportunities for their workers.
As if that were not enough, supporting internal mobility favors the retention of talent and the commitment of employees to the company. According to LinkedIn, employees are twice as likely to stay with companies that favor internal mobility than those that do not.
It is a fact that during 2022 Human Resources executives will pay more attention to this type of actions to fill their vacancies and retain talent.
6. Digital transformation and hybrid work
In varying proportions, digital transformation is affecting all industries, impacting workforce competencies and organizational culture. That is why, in order not to be left behind in the wave of changes, it is not enough to have the right technology or infrastructure, it is also necessary to have the right people and skills to manage and work with them.
An Adecco investigation showed that 66% of workers believe they need to acquire new skills to remain employable for years to come, and only 37% feel their company is investing in their skills and career development.
Along with the retraining of workers, the digital transformation It demands a change in work environments, with a transition to flexible formats, which can help increase productivity, reduce talent shortages and foster work-life balance, if implemented properly.
7. Diversity, a key issue
One of the most visible changes in the world of work, driven largely by the incorporation of new generations to productive activities, is that professionals have begun to prioritize companies with cultures aligned with their values.
This value that new professionals give to the values and objectives of a business has pushed companies to be more inclusive than ever. Data from LinkedIn shows that 78% of job seekers expect to find concepts such as diversity, inclusion and equality in the descriptions of company pages.
Faced with these preferences, organizations are more aware that a work culture that fosters diversity and the inclusion can make a difference in the continuity of your business and in attracting talent.
8. Talent retention issues
Phenomena such as the “great resignation” in the United States and more developed economies are deepening the problems of shortage of professionals. Before the pandemic, the difficulties in finding talent were linked to the aging of the population, labor mobility or the skills gap.
However, during the pandemic and after experiencing new work models or experiencing adversity in some industries or business areas, some professionals began to reconsider their career path.
“This trend has only grown since then, and is much more serious than handing out signing bonuses or other benefits in the workplace. There is a disconnect between the workers and their leaders; many workers feel disconnected and disenchanted with their jobs and career prospects”, apunta Alain Dehaze.
That is why in 2022 companies will have to prioritize the professional development of workers through the improvement of employee value proposition and professional reconversion, allowing flexible schedules and hybrid work models, including health issues on their agenda, since physical and mental well-being will take on greater prominence.
9. Health vs work
After the mental health crisis that has been experienced in various countries, where Mexico is no exception. the care of the physical and mental health It is a key piece in decision making. According to Glint, employees who feel safe at work are 3.2 times more happy to work at your company and 3.7 times more likely to recommend your company as a good place to work.
In the opposite case there are also consequences for the business, the employees of the companies that struggle with this issue have a 50% more likely Before applying for a new job, this implies that leaders must continue to adapt their style and develop soft skills that allow them to attract and retain talent.
10. Equity and access to benefits
Each person has different circumstances and, therefore, solutions and actions cannot be homogeneous, hence the importance of investing in specific measures that meet the needs of each person to achieve an equal result, that is equity and it is an aspect that companies must take into account for 2022.
“During the pandemic, we saw the importance of social protection for workers, but unfortunately not all workers have the same access to such protection. As a society, we must better guarantee the access to social protection, especially for informal workers, as well as for self-employed workers, for example, in the context of platform work”, says the CEO of Adecco.
Inequity is also seen between the differences between remote and on-site workers and the advantages and disadvantages they may have over each other. In the same way, it is observed among the operative personnel, who are usually the ones furthest behind.
11. Transparency and accountability
New regulations, investors, a more empowered workforce, and other factors will make transparency and accountability crucial to growth for leaders and businesses. And in that dimension, how bosses show compassion for their workers will make a difference in the business.
Alain Dehaze perceives that in 2022 accountability will be marked in the business environment because companies, like governments, will be judged by their level of compliance in different areas. Empty promises and lack of action will be condemned by public opinion.
This year the world of work will continue to transform and some of the trends seen in the last two years will become the norm.