5 Trends That Will Shape Work in 2023 and Beyond
by Heather Wolfson, CEO & Lead Strategist, Maven Leadership Consulting
Photo by AbsolutVision on Unsplash
As a team leader, you know that keeping a finger on the pulse of employee relations is crucial.
In 2022, there were plenty of opportunities and challenges for leaders. The pandemic (and its continued repercussions), social unrest, cultural divisions, and new remote work and school possibilities guarantee that leading teams and businesses in the coming calendar year will be anything but “business as usual.”
One way we can prepare is by looking at trends that are sticking now. I am always driving home empathy, relationships, and thought leadership for this reason — especially as we welcome the next generation into the workforce.
Great leaders also have been nimble, empathetic, inclusive, and strategically focused. Although we can't predict the future, it's safe to say these shifts are here to stay. Here are five lessons 2022 can teach us about being better leaders in 2023.
The 4-Day Workweek Shows Us That Working More Doesn’t Mean More Success
A recent Fast Company article noted, "The 4-day workweek shows us that working more doesn’t mean more success."
The 4-day workweek has been linked to increased productivity and creativity, as well as better health and work-life balance. And even though everyone would not be able to switch to a 4-day workweek, the research suggests that everyone would benefit from working fewer hours.
The 40-Hour Work Is Canceled
Over the years, we've developed "Best Practices" to help us work longer hours and extract every last bit of effort from our teams while extolling the virtues of maximizing productivity.
Although the "Quiet quitting" movement sought to refute that belief, it demonstrates how deeply established the notion that doing more work is always preferable. Here's why putting in more work won't result in more accomplishments.
We frequently neglect to take care of our physical and emotional health while we work long hours. This may cause weariness, which might result in mistakes and bad judgment. Working long hours can also result in burnout, which can make it more challenging to complete tasks.
Action Steps For 2023
The workforce is shifting. The concept of a four-day workweek is becoming a reality. Forward-thinking companies abroad have already adopted these models. It’s a real possibility that it will become commonplace within the next decade.
It is no longer about the hours worked; as long as the deliverables are high quality and completed on time, the individual employee’s process doesn’t need to be micromanaged. I certainly think that approach to management is highly desirable for employees — and new job candidates.
The future of work is here, and it needs to work smarter and harder. It's time to embrace strategy in action to maximize outcomes.
Assess what the four-day workweek would look like for your business. This will involve looking at job type, workload, and employee schedules.
Develop a plan for implementing it. This will involve creating a new work schedule, adjusting employee workloads, and making necessary changes to your business operation.
Monitor the results of the four-day workweek to ensure that it has the desired effect.
2. The ‘Great Reflection’ Is Not Over
A recent Fortune article stated, “the last few years have brought about an era of introspection as we collectively endured a period of profound disruption.”
Why is the office necessary? In what ways does the hybrid approach promote culture? How can we train our employees to meet the demands of a society that is changing quickly? Unquestionably, work is changing, and that much is known.
The pandemic challenged our preconceptions of the typical workplace.
The disruption taught us how to lead with creativity, resilience, and agility—all of which may reframe our perception of what work entails and improve the standing of our organizations. C-suite executives should use these lessons learned to develop a work strategy that considers the firm's current priorities while identifying novel strategies and objectives that advance the organization.
Although there have been substantial changes to how many of us work over the past several years, leaders have probably only begun to scratch the surface of new work patterns. The gap between what employers are providing and what employees want demonstrates that there is still a significant opportunity to reimagine work in a way that goes beyond simply how people carry out their job responsibilities: a fundamental assessment of whether our structures still serve the way work is currently being done.
It is crucial to explain the "Why" and "How" behind each change when leaders reinvent workplace policies and procedures for hybrid work. Leaders cannot assume that employees will comprehend the reasoning behind each choice.
Action Steps For 2023
There are a lot of opinions about work-life balance.
For years, there has been a narrative, especially among women, that you can’t have a fulfilling career and a thriving home life. An alternate narrative has been to pursue your ambitions–you can have it all. For me, these narratives are far too absolute and partially why we have seen exceptionally talented, hard-working leaders burn out. Not just burnt out but disillusioned and stuck, thinking there must be something wrong with them when neither narrative fits their life’s aspirations.
Those who have navigated this successfully, specifically those who have a professional and personal life that is in harmony, have one thing in common: The ability to lead from a strong internal foundation. They know when to say yes and pass something up because they deeply understand their priorities and purpose.
I encourage my clients to write their own purpose statements.
For example, my purpose is to leave a legacy of empowerment and empathic leadership through my work and instill those values in my children. My purpose doesn’t change if I’m at a soccer meet or in a boardroom — and that is what keeps all things in check. This isn’t to say that life is balanced. Some days I have to work more, and some days, I am more present with my family. But it’s in alignment with my purpose.
There's no one correct answer, but plenty of wrong ones exist. The first is the idea that people can divide themselves into two. Whether we like it or not, we don’t have a ‘work/life’ switch.
I can’t hop on a Zoom meeting and hit the pause button on worrying about how my son is feeling after his big math test at school today — the same way a nagging change I want to make on a presentation cuts into my Netflix binging time at night.
Work-life integration — not balance — comes from knowing your deeper purpose in all areas of life.
True job satisfaction often comes down to how you make a living that supports your sense of purpose. For instance, if you dread going into the office on Monday morning, you might need help pinpointing a new sense of purpose in your career.
Because there is no separation between work and life, finding passion in a career path comes down to your values.
There is no work life, and there is no home life. It is all your life.
Learn when to say yes and when to pass something up.
Write your purpose statement.
Lead from a strong internal foundation.
On average, 4 million Americans quit their jobs each month in 2022.
Now a new poll reveals some of the workers who joined the “Great Resignation” wished they had stayed at their old job.
The grass isn't always greener. Before you jump ship, define the non-negotiable features of your dream job.
● Do you want to be able to work remotely?
● Do you want your role to allow for travel? Or the opposite?
● What responsibilities do you want to take on to feel more fulfilled in your role?
Everyone’s non-negotiables look different. Becoming clear on what you want and don’t want can allow you to figure out if your current company is still right for you.
3. Remote Employees Aren’t Becoming Less Engaged
If management struggles with low employee engagement, it’s not because their team is working remotely.
Since 2020, remote meetings have decreased in length by 25%, from an average of 43 minutes per meeting in 2020 to 33 minutes in 2022, according to a recent article published by Harvard Business Review. We saw the average number of participants per meeting drop from an average of 20 attendees per meeting in 2020 to 10 attendees per meeting in 2022.
These one-on-one meetings lasted, on average, 22 minutes in 2022 as opposed to 40 minutes for group meetings. Only 17% of one-on-one encounters were unscheduled in 2020, but by 2022, that number had risen to 66%.
Action Steps For 2023
Before Zoom was normalized, conference calls were the gold standard for most organizations with remote employees.
There WAS a time and place for Zoom meetings — in many ways, we needed that connection during lockdown — but now it's time to recognize the need for a shift.
If you're unfamiliar with the term "Zoom fatigue," it is burnout or tiredness associated with the overuse of video conferencing apps. It can present itself in several ways.
● Low employee morale: People might simply be more annoyed than usual at having to make video calls—or dread them to the point that it becomes a distraction.
● Lack of focus: They might experience tiredness after calls or throughout the business day or need help focusing on their work or the topic of a specific call.
● Resentment on time drains: Employees might resent the drain on their time, especially if Zoom meetings are scheduled for social purposes or outside business hours.
According to a Korn Ferry survey, more than 65% of workers blame an abundance of meetings for not being able to complete their work in the best way possible.
One solution: Bring back the conference call whenever a screen does not require sharing.
Conference calls allow for more active listening — aka not being distracted by things you see on the screen — plus, it will enable employees to sit outside during a meeting or even take a walk.
1. Set clear expectations and goals.
2. Communicate frequently.
3. Keep them involved in company culture.
4. Offer growth opportunities.
5. Recognize and reward their achievements.
4. U.S. Ranks Worst Out Of 40 Countries For Paid Maternity Leave
Even while paid maternity leave is becoming a more common employment benefit in the United States, there is an unnerving difference between it and the maternity leave laws in other nations.
Maternity leave is a constitutional right for every country in the Body for Economic Co-operation and Development (OECD), an international organization that promotes the advancement of the world economy.
There is an exception: the U.S. In fact, the U.S. is one of only six countries in the entire world without a national paid parental leave policy.
It seems especially aggravating that the U.S. is practically alone in lacking maternity leave, making it difficult for mothers to create solid futures for their children on their terms. Roe v. Wade was overturned, ending the national right to abortion treatment.
A family financial wellness website looked at 40 other OECD and EU nations to determine just how far behind the United States is.
"Now we know for a fact that this is not normal. Every mother has different needs, but they should not be forced to go back to work at the cost of their health and well-being, or that of their child." Using data from national statistics offices, the OECD, the World Bank, and Eurostat from 2020 and 2021, CommonCentsMom.com ranked countries according to how many paid weeks of leave mothers can take.
Action Steps For 2023
Society tells new moms and dads to enjoy every moment they can with their babies, and that time flies.
But the truth is, the corporate world often sticks women (and men) in situations where they either have to go back to work almost immediately or risk being unable to provide for their families.
We have to do better than this.
The Skimm recently launched the #ShowUsYourLeave movement because not only do we need to get loud about the struggles we are faced with in navigating new parenthood and how paid family leave, or lack thereof, has an impact, but we also need resources and solutions that we can utilize to create change together.
The more we openly discuss this issue, the more significant the difference we can make.
5. Burnout Is A Worldwide Problem: Ways Work Must Change
The Deloitte/Workplace Intelligence study found that 24% of people are lonely, and a study by BetterUp found 22% don't have even one friend at work.
Companies would be advised to train executives to adapt their strategies for hybrid work or new ways of working and set an example by taking care of their own needs.
Organizations can lessen burnout by ensuring that employees are supported by policies, practices, processes, and physical environments and by connecting individuals with meaningful work, colleagues, and leaders.
According to the Asana survey, 22% of respondents thought they had too much work to complete, and 13% said they needed help with ambiguous procedures, many meetings, or vague deadlines.
Companies would be advised to ensure that tasks are divided fairly and rationally and that systems support completing tasks quickly and constructively solving issues.
Offices should provide a positive working environment with a wide range of workspaces for focused, collaborative, learning, restorative, and socializing activities and the freedom to choose.
Work has come to be associated with drudgery, but in truth, work is an outlet for one's skills and talents and a way to give back to the community.
Action Steps For 2023
Due to emerging technologies, employers must recognize that things are changing and will continue to change forever — likely at a faster pace than ever before. The mindset of “we’ve always done things this way” will stunt even the most established companies. Shifting from “if it ain’t broke” to openly questioning areas of improvement future-proofs organizations.
The fastest way to implement that in real-time is by getting employees' feedback. In particular, listening and actively checking in with staff to anticipate needs for change. The policy doesn’t have to come from the top down. An internal task force that includes employees of all levels is an excellent investment in your “people piece,” the employees who make your organization functional. It’s up to senior leaders to create an environment where people feel heard and seen.
Here are a few tips for getting back to center when the to-dos are piling up faster than you can check them off.
Prioritize and Delegate when possible
Embrace JOMO (The Joy of Missing Out). What would it look like if you felt content with missing out? JOMO is a form of self-care! It’s an opportunity to say no and take care of yourself!
Say no to extra responsibilities that don't help you reach your goals in the long term.
Despite the progress that's been made, there's still a lot of work to be done regarding gender equality, diversity, and well-being in the workplace—lookingfor more clarity on how to lead your team in 2023 .Book a free 20-minute session
