The Future Of Work: 2023 and Beyond - Cochran, Cochran & Yale

people working in the office

The future of work is already here, and it has changed how people perceive their jobs.

So, if you’re wondering how you can manage this transition and face the biggest challenges in workplace management today, we can help. Our experts have predicted some prominent practices in the workplace environment that are here to stay.

Here’s what the future of work looks like for 2023 and beyond:

Organizations Will Need To Make Policies To Engage Employees

Employees who are new to corporate culture and the workforce are struggling. And according to a survey, more than half of employed Gen Z revealed that their formal education did not prepare them for the corporate culture. And that’s understandable because many of them entered the job market remotely after they had graduated during Covid-19. They never got the chance to observe the norms to determine what was appropriate in their respective organizations.

However, it’s not just Gen Z who’s feeling the pressure; almost every generation’s social skills have deteriorated since 2020. In this climate, it has become important for organizations to introduce new social policies and redefine professionalism for the entire workforce.

And instead of forcing employees to come back to the office to work, team leads and managers need to establish intentional connections across generational and geographic boundaries. So, employers need to emphasize three things: a sense of levity, enunciating a clear purpose and structure, and respecting employee autonomy and choice.

For example, as an organization, you can let your employees decide how they want to socialize and engage with their managers and co-workers. Some employees may prefer to meet outside of work and enjoy a drink with co-workers and supervisors. At the same time, others may prefer to speak online over a video call. Giving them the freedom to decide how and to what extent they want to socialize will help your employees define the norms for communication and interactions in the organization and connect with others while also feeling safe.

a group of employees sitting at a table

The AI Bias Is Expected To Add More Transparency To The Recruitment Process

Organizations greatly leverage AI in the recruitment process, but now this practice has come to a head since governments have become involved and are scrutinizing the use of AI in hiring. So, according to the law in New York City, organizations and employers must disclose their hiring metrics and also limit their use of AI tools and undergo annual bias audits.

Organizations and businesses that used to use AI will need to get ahead of these new regulations by being more transparent about how they use AI in the recruitment process. They may also need to publicize the data and allow employees to opt out of AI-led processes.

Cybersecurity Risks Are Expected To Increase

Since organizations have begun to use wearable technology, AI assistance, and artificial intelligence to gather data about their workforce’s mental health, living conditions, family situation, and overall health, they’re able to anticipate and effectively address their employee’s needs. However, it also creates looming privacy crises.

Therefore, as an employer, you may need to create policies to support employees’ rights to have healthy workplace boundaries. And HR leaders will need to be transparent with recruits and current employees about how, when, and where the organization collects and stores their data. And if the employees find this practice objectionable, they can choose not to participate in those practices.

Organizations Are Working Towards Diversifying Their Talent Pipelines

Organizations have been trying to expand and diversify their talent pipelines for many years. As employees are now exploring their passions and charting a non-linear path toward their career goals, organizations have a difficult time finding talent through traditional sources. However, now is the right time to act.

So, as an organization, you may have to become comfortable assessing and hiring candidates based on the skills needed to do the job, regardless of their credentials and prior experience. So, you may need to remove experience and formal education requirements for job postings. You may also need to reach out directly to external or internal candidates from non-traditional backgrounds who may not have access to certain professional opportunities.

Managers May Struggle To Balance Employee And Leader Expectations

For many hybrid employees, their supervisors or managers are their most direct connection to the company culture. However, many supervisors or managers often struggle to manage employee expectations.

So, you may need to provide additional support to your managers and supervisors with training and mitigate the managerial gaps while clarifying and redesigning manager priorities where necessary.

Hybrid Flexibility Will Be A Norm

We’re entering a more permanent era of hybrid work for many desk-based jobs. So, it’s time to find equitable flexibility for frontline workers in healthcare or manufacturing. Frontline workers are looking for flexibility in the amount of work they’re assigned, whom they work with, and what they work on. They wish to have more stability and control over their work schedule. And would like more access to paid leaves.

Get In Touch With New York City’s Reputable Executive Search Firm

If you’re looking for leaders and executives who can help your organization adapt to a new era of work, reach out to us at Cochran, Cochran & Yale. We’re one of the top Executive recruiter NY, and have helped organizations and firms in upstate New York find talented executives for over four decades.