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HR needs are known to be constantly changing. They vary according to the expectations of employees, the economic climate, and market constraints. During the Covid health crisis, HR managers had to adapt to the constraints of the health situation and were forced to find solutions as soon as possible in order to maintain the activity of their company.
But what can we predict and anticipate for the next few years to come?
1) The heyday of hybrid work
Although already very popular, hybrid work is bound to become the norm in the job market. Because of its flexibility, it attracts a large number of companies and employees. By 2030, more than 30% of businesses plan to eliminate their offices to adopt “all-remote”.
Workers are also asking for more flexibility in working hours in order to adapt their schedule as best as possible.
With the development of teleworking, it is becoming imperative to equip its premises with facilities adapted to the practice of videoconferencing, and to provide its employees with the equipment necessary to telework.
The flex office will be deployed by many companies in order to rationalize the size of their offices. Indeed, with teleworking, many workstations find themselves vacant at the company's headquarters. These vacancies represent unnecessary and significant costs for the company. Flex-office, by implementing “desk sharing”, thus makes it possible to solve this problem and to reorganize workspaces.
Finally, although the current and future trend will be towards videoconferencing, it will be more important than ever to organize moments of meetings and exchanges between employees. New communication technologies and collaborative tools, if not well used, can be a real threat to social ties and corporate cohesion.
2) Even more skills
For several years now, companies have been integrating more and more data, whether for marketing, communication, and sometimes even global decision-making. This trend will continue and strengthen in the years to come. Data management will become an essential skill for many employees, in order to objectify business decisions.
Likewise, it will be essential to know how to use the various collaborative tools without difficulty as well as the new IT tools. Employees will not always be trained on this subject by their company. Nevertheless, “e-learning” (online learning) will be very widespread in order to make up for the lack of skills.
Artificial intelligence will replace certain trades and automatable actions and cause numerous changes in the labor market. According to a recent study by the IBM Group, artificial intelligence should destroy 120 million jobs within 3 years.
3) Attention to the mental health and safety of workers
As we saw earlier, the work environment we currently know is destined to evolve.
Teleworking is blurring the line between professional life and private space.
For example, it is no longer as easy to respect traditional working hours. One of the harmful effects of this flexibility is increased stress. Burnouts and work stoppages are more frequent, as is “turnover”. The health and well-being of employees will therefore be key issues for companies.
The current geopolitical context, with the war in Ukraine, the health crisis and the recent inflation, are all factors that generate uncertainty in the lives of employees. These recent events have called into question a lot of certainties, generating stress and anxiety.
Tomorrow's managers must be able to reassure their employees and implement concrete actions, such as indexing salaries to the level of inflation.
4) A real need for valorization
Today, salary alone is no longer enough to value employees. Thanking and rewarding them in person, during exchanges with management, is essential., but these exchanges and sharing are more complicated during remote interviews. It is therefore relevant to develop new ways of showing appreciation to employees in hybrid mode.
In addition, employees will want to participate more in the decision-making process of their company, whether at the strategic level, or on issues related to corporate life. Trade unions must be heard in order to improve the working conditions of employees who have in particular evolved with the development of hybrid work.
5) Ethical and environmental issues
By 2025, “millennials” will represent 75% of the active population. Known for being very sensitive to various environmental issues, companies must listen to their beliefs and requirements if they want to recruit. Indeed, CSR criteria and corporate environmental policies are, and will be even more so in the future, decisive criteria for recruiting talent.
Likewise, on an ethical level, management teams will have to represent and promote inclusion and diversity within their company. They will have to implement concrete means that demonstrate their commitments.
To face these various future challenges, it is essential to adopt the right tools.
m-work is a tool for managing remote work and flex office. It allows employees to organize their week by specifying their teleworking days. This information is then accessible and shared with the HR manager but also with other members of the team. m-work also provides data in terms of space occupancy, CO2, and HR data to better manage its organization.
Regarding flex office, m-work allows you to choose and reserve your workspace when you go to the company's premises, and thus allows “desk sharing”.
Are you interested in the subject? Do not hesitate to contact us!
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