It’s no secret that HR is a constantly evolving field, and it’s important to stay on top of current trends and HR buzzwords to help prepare for what’s to come in the future.
Think about the HR landscape five or 10 years ago. Compared to the past few years, especially since the pandemic began, things look very different than they did before. From the way HR manages people day-to-day to payroll and applicant tracking automation, there have been a lot of changes to almost all parts of the HR field.
Staying on top of trends that shaped the previous year can help set you up to tackle what’s ahead. As the new year begins, keep these 2022 buzzwords in mind for how they may impact the upcoming year.
2022 was all about turnover and retention as employers gear up for an uncertain economy. Managing turnover is one of HR’s biggest headaches, and employees feeling comfortable having shorter stints at different employers can increase that headache tenfold.
How it impacted 2022: Terms like quick and quiet quitting were everywhere in the past year and show how employee sentiment was changing. According to LinkedIn data, the short-term tenure rate (STR) increased by 10% over the past year.
Why it will continue to matter: When it comes down to it, phrases like quick or quiet quitting come down to employee engagement, which is an ongoing part of HR’s role. As 2023 continues, chances are that employee engagement will continue to be a top issue as employees either continue or push for hybrid or fully remote work.
A rise in remote and hybrid work has given employees plenty of benefits, but many employers and managers are finding it more difficult to keep track of and monitor employees for output and productivity.
The definition: Productivity paranoia, coined by Microsoft CEO Satya Nadella, is a paradox where leaders think their employees are not productive, whereas employees think they are being productive and, in many cases, even feel burnout.
How it impacted 2022: A Microsoft report found that 87% of employees said they are productive at work, but only 12% of senior leaders have full confidence that their team is being productive. In 2022, employers grappled with how to bridge the gap between employees and managers without turning to more extreme measures such as employee monitoring software.
Why it will continue to matter: Remote work isn’t going away any time soon, so building trust between employees and managers who aren’t in the office will continue into 2023. Finding new ways to engage employees and get employees and managers on the same page will be a critical key to success this year.
In an aftermath of quick quitting, boomerang employees tend to realize that the grass isn’t always greener on the other side.
The definition: Boomerang employees are employees who leave a job and then return after some time.
How it impacted 2022: Employees who quit their jobs, whether due to the Great Resignation or another job offer, began to realize they may have had it better at their old job. In fact, a 2022 study found nearly half (43%) of people who quit their job during the pandemic say they had it better at their old job.
Why it will continue to matter: The Corporate Culture and Boomerang Employee Study by Workplace Trends found that 76% of HR pros are more accepting of boomerang employees than they were in the past, and that trend may continue into 2023 as past employees look for security and stability amid economic uncertainty and recession fears.
There was a lot of flack on employees in 2022 for terms like quick quitting or quiet quitting, but they may not be the only ones guilty of these types of trends – managers fell short in 2022, too.
The definition: Quiet firing happens when managers fail to adequately provide coaching, support and career development to an employee, which results in pushing the employee out of an organization, according to Gallup.
How it impacted 2022: One of the biggest reasons that quiet firing happens is a misalignment of expectations, which was amplified this year as employees felt burned out and overworked, and employers pushed for a return to in-office work. Gallup found that less than half (37%) of managers believe they invest in their employee development, but only a quarter agree their manager invests in their professional development.
Why it will continue to matter: Quiet firing can be another trend that is impacted by and impacts employee engagement, a top priority for HR pros in 2023. HR may want to focus on making sure that managers themselves aren’t quiet quitting, which can lead to the quiet firing of their employees.