Focus areas for leaders in 2022

Professionals are navigating an unparalleled office transformation, the place all of us are rethinking not simply how we work, however why we work. Knowledge reveals that we’re in midst of one of many biggest transformations the world of labor has ever seen, what we’re calling “The Nice Reshuffle.”

As of the top of September, information confirmed that our members modified jobs on their LinkedIn profile 54% more year over year. Expertise has equally reevaluated what work means to them, and a tightening labor market has and can proceed to place workers in the motive force’s seat.

Amidst this Nice Reshuffle, organizations should query long-held assumptions and processes to embrace new concepts round office tradition to have interaction and retain workers in the 12 months forward. Staff all over the place are realizing and rediscovering what they need from their careers and embarking on a journey to search out alternatives that finest match their wants—whether or not that’s larger flexibility, higher pay, or deeper achievement. However with job achievement down, there are methods to indicate expertise that quitting your job doesn’t must be the one choice.

Under, I embody predictions on among the prime office tendencies that enterprise leaders will likely be specializing in as we head into 2022.

Inner mobility and expertise transformation 

There’s a generally held assumption that if you wish to make a profession change, it’s important to give up your job and go someplace else. However this isn’t the one choice. In 2022, we anticipate extra corporations to embrace the motto: change careers, not corporations. And the way in which you’ll retain workers is by investing in their inner mobility and growth internally.

As individuals are leaving jobs in report numbers, corporations should take a look at new methods to offer workers with skilled growth alternatives so that they think about staying longer inside a corporation. This consists of fostering inner profession transitions and skill-building to assist retain workers who could also be itching for a recent begin. At LinkedIn, we just lately hosted our first-ever inner Profession Month to begin conversations on inner mobility throughout the group, and firms like Uber are embracing this pattern with a mobility program in place the place 20% of the corporate’s recruiters focus solely on inner recruitment.

At LinkedIn, we discovered that after internet hosting our Profession Month program, 94% of individuals felt extra geared up to pursue their profession aspirations internally. This perception strengthened our speculation that workers will keep in the event that they see funding in their careers and a path to development the place they’re.

Substitute hustle tradition with worker well-being

Burnout has reached historic ranges in the previous 12 months. The times of hustle tradition being glamorized are lengthy behind us as workers are actually seeking to embrace flexibility and work-life steadiness. Based on LinkedIn’s exterior Glint survey from September 2021, we noticed a simultaneous dip in worker happiness and a spike in burnout as a warning sign. Only a few folks wish to return to the pre-pandemic work-life schedule.

This 12 months, we’ve seen corporations implement no assembly days, supply subscriptions to on-line remedy and meditation apps and supply time-off for all the group to assist fight fatigue. As we head into 2022 psychological well being will stay a prime precedence for corporations as focus shifts from short-term options to remodeling organizational tradition to satisfy the wants of workers. We all know that workers who really feel cared for at work are greater than 3 instances prone to be comfortable at work and this chance has elevated by 35% for the reason that onset of the pandemic.

In an effort to create long-term, cultural shifts inside organizations, full management assist is critical. To create affect, managers should even be supported with coaching on tips on how to discuss psychological well being in the office, educate workers on assets, and construct habits to encourage a tradition of happiness and well-being.   

Prioritize fairness

It’s turning into extra clear that earnings alone doesn’t essentially equal wealth. Traditionally, inequality has created huge racial wealth gaps in America which were additional strained by the pandemic, the place Latino and Black professionals have skilled financial hardship at a charge between two and three times greater than white professionals. And we all know Latinx and Black Americans have been hit hardest by the pandemic with 80% of U.S. adults experiencing a minimum of one critical financial, psychological, or well being hardship between April 2020 and March 2021. Amongst them, 48% skilled monetary insecurity, 29% confronted meals insecurity, and 18% missed a housing fee.

In 2022, we predict that extra corporations will put a deal with constructing monetary fairness inside their group by way of packages akin to culturally-inclusive monetary literacy packages or scholar mortgage compensation plans. At LinkedIn, we’re wanting intently at how our workforce, particularly these from underrepresented teams, are utilizing advantages like 401k and scholar mortgage reimbursement to find out the place we are able to create instruments and assets to raised present equitable participation.

Improve the hybrid office

The good hybrid experiment is right here, and we all know that the standard workplace tradition has modified eternally. Whereas there’s no one-size-fits-all strategy, we all know that those that prioritize flexibility and adaptableness will stand out as leaders in this new world of labor.

Firms like Okta are leveraging expertise to grasp how workers are utilizing workplace house, and we’ll proceed to see corporations adapt workplace layouts to satisfy the wants of the brand new hybrid workforce. At LinkedIn, we’re constructing a reimagined workplace with progressive expertise and options that assist a hybrid office mannequin and our commitments to sustainability and worker well-being. We additionally anticipate the “in-person, off-site” will likely be on the rise, with employers being extra intentional about creating distinctive experiences that enable folks to really feel linked, valued, and enthusiastic about connecting in particular person.

We’re simply getting began in this new world of labor, and as a pacesetter in the way forward for work, we head into the brand new 12 months excited to embrace these new challenges as alternatives to create a extra inclusive office for the longer term.


Teuila Hanson is the chief folks officer at LinkedIn.