As we approach the end of another year, business leaders are busy making plans to grow their business and workforce goals next year. In this post, we look at the main priorities that leaders will focus on in 2022.
It has been nearly two years since the World Health Organisation (WHO) declared Coronavirus COVID-19 a global pandemic. Since then, our normal way of life and work has changed dramatically. Leaders have worked hard over the last two years adapting to new changes and developing workforces. With a new year comes an opportunity to tackle new challenges and grow the business.
While we don’t know what will happen next year, we do know that several changes are taking place right now. As a result, leaders will need to focus their efforts of a few key priorities in managing and supporting their workforce in the coming year.
Below, we look at the key priorities’ leaders will focus on when growing their business and workforce goals in 2022.
1. Retaining key skilled workers
Firstly, leaders will need to focus on how to retain workers next year. Currently, the Great Resignation, a term coined in relation to millions of people quitting their jobs, is building in several countries. A recent study by McKinsey has shown that in a post pandemic world, people are looking for more meaning and purpose in the work.
Many studies taken this year have shown a large percentage of people are looking to change jobs. As a result of these shifts, leaders will need to be proactive and have a people-first attitude to navigate the retention challenges they face with their workforces in 2022.
2. Prioritising worker health and well-being
Another area leaders will need to focus on is mental health support. Supporting the health and well-being of workers during uncertain times is an important aspect of management for any leader. Over the last two years, leaders have focused on building and providing mental health support for their workers.
Burnout has become very common during these uncertain times, so it is vital that leaders focus on helping to build resilience in their workers in 2022.
3. Ensuring equal treatment in the workforce
Ensuring every worker receives equal treatment will be another focus for leaders next year. During lockdowns, everyone has been working from home and receiving the same time and attention from their managers. However, as people adapt to hybrid or remote positions full time, it is important that equal treatment is maintained. Leaders must ensure everyone has access to the same technology, opportunities, and resources. If not, some workers may feel excluded, causing disengagement, unhappiness, or even employee turnover.
4. Implementing onboarding plans for new workers
Another focus for leaders next year will be implementing onboarding plans for new workers. With more people changing jobs, it’s important that when leaders have developed a robust onboarding process in place. Onboarding is a key part of the hiring process and failure to implement an onboarding plan can be a big mistake. Properly implementing an onboarding plan helps businesses to retain key workers and build productivity. In addition, for some workers that started during covid-19 lockdowns, it is helpful to offer reonboarding training so they feel part of the team and can utilise their skills.
5. Providing reskilling and upskilling opportunities
In order to retain skilled workers leaders will need to focus how to connect, strengthen and support their remote and hybrid workforces. A common fear remote workers have is that they will lose progression opportunities while working from home. To alleviate this concern, it’s vital that leaders continue to focus on developing in-house training programmes, so their workers have opportunities for upskilling and advancing in their roles. By providing training, workers will be able to accelerate the pace of learning and help bridge their current skill gaps.
6. Building on global expansion
Finally, remote working opens international hiring opportunities to businesses of all sizes. With advanced technology, workers can now work from anywhere in the world and be as productive as if they were in an office. The last two years has shown companies that remote working is the future. With no borders, business and agencies can search in a wider talent pool and find the best worker for the job.
Hiring internationally is often complex, expensive, and time-consuming. However, by partnering with an EOR provider, you can ensure that workers are deployed anywhere in a compliant and efficient manner.
Final Thoughts
The last few years of pandemic upheaval has been tough on everyone with both leaders and workers learning to adapt to new working arrangements. As leaders focus on drafting their list of priorities for next year, it’s important that business focus on their workers. Ensuring everyone has access to new technology, upskilling and well-being courses will help keep workers productive and engaged.
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