2023 Trends & Prep for HR, People Ops, and L&D Leaders
We know 2023 will be full of surprises, but there are already four important workplace trends to anticipate.
Our data: We’ve based our predictions on our work with more than 2,000 companies around the world (where we’ve taught over 450,000 employees) and an analysis of workplace patterns in prior years with similar economic conditions.
Our goals: We’re eager to share these trends because each one represents both a risk and an opportunity for People Ops, HR, and L&D leaders. If we can anticipate the weather, we can figure out what to pack. In the same way, our goal in sharing this report is to help you anticipate what’s around the corner in your workplace so you can get a head start on how to prepare.
Trend 1: Static teams are going extinct, dynamic collaboration is evolving.
What: The need for cross-functional collaboration was already a growing trend. But in 2023, more employees than ever will spend as much time (or more) collaborating with folks outside of their team as they do with the people on their team. Teams will also form, dissolve, and reshuffle at record speeds.
Why: In turbulent times, companies need to be especially good at rapidly experimenting, iterating, sensing, and responding to changes in their ecosystem. For this to happen, team design and composition must stay nimble, and communication must flow smoothly and swiftly.
How to prepare for highly collaborative teams in 2023:
Comms: Set expectations early and often that there will be lots of experimentation ahead: it is not a bug but a feature of living in times of uncertainty. When new teams or collaborations arise, double down on the need for them to establish role, goal, and communication norm clarity as early as possible.
Skills: Equip employees at all levels with core ‘teaming skills,’ especially: building trust, goal-setting, conflict, collaboration, and inclusion.
Tools: Offer tools to jumpstart team effectiveness, like this project kick off template.
Trend 2: Expertise is dated, superlearning is evergreen.
What: The premium we used to place on hard-earned but static knowledge is quickly dwindling. Since today’s combination of business challenges (COVID, Supply Chain issues, inflation, etc.) doesn’t have a historical corollary, companies will increasingly rely on employees who can out-learn rather than out-smart the challenges they face. We call the skill of learning to learn, ‘superlearning.’
Why: Rapid change, coupled with scarce resources requires rapid learning. Navigating this kind of environment can be difficult, but the (very) good news is that employees and teams with the ability to learn quickly can tackle any challenge without an overreliance on external hiring. This kind of learning agility is essential to companies, and it is also perfectly aligned with people’s growing desire to be a part of a company that functions as a capability and career accelerator.
How to prepare your company for superlearning in 2023:
Comms: Build an expectation of ongoing learning into your job descriptions (and look for it when hiring). Drive home the point that you are a learning organization by celebrating learning -- including lessons gleaned from mistakes -- and inviting leaders to self-disclose critical feedback they’ve received ← as a bonus, research shows that this practice increases psychological safety and perception of competence (Constantinos & Grant, 2021).
Skills: Invest in employee skills that expedite learning speed and quality, especially: coaching, questions, feedback, career growth, and people development. When it comes to supporting people and leadership skills, avoid the all too common ‘binge’ approach -- where training happens in intense, infrequent bursts. Instead, offer short, frequent learning experiences, just as you would do if you were teaching someone to play the piano or helping them build physical endurance.
Tools: Provide easy access to tools that turn fast and consistent learning into a habit, like this retrospective template.
Trend 3: Finding one right way to work is out, hybrid flux is in.
What: Despite all the talk of finding our “new normal,” 2023 holds no promise of normalcy. Most companies will continue to be in flux when it comes to their approach to in-person, remote, and hybrid work. This flexibility can be powerful, but it will also pose a threat to companies who haven’t implemented systems and skills for hybrid collaboration (combining in-person and remote employees).
Why: Public health concerns, employee desire for flexibility, and the cost of office space will continue to push companies toward remote work. On the other hand, a growing number of companies and individuals will demand some degree of in-person interaction, both for psychological reasons and to improve collaboration.
How to prepare for hybrid and remote work in 2023:
Comms: Set clear norms around expectations for hybrid collaboration. For example: in-person folks should still have their laptop open even when co-located (one person per screen), all meetings should make space for contribution from virtual and in-person participants.
Skills: Be sure your managers have the skills to adjust their approach when working with hybrid and distributed teams. Provide communication and collaboration training to all employees to avoid the common pitfalls of hybrid work, especially: inclusion, influence, feedback, prioritization, and meeting facilitation.
Tools: Since so much hybrid collaboration happens within the space of meetings, give employees tools that set their meetings up for success, like this virtual & hybrid meeting tips guide.
Trend 4: Productivity is important, prioritization is essential.
What: In recent years, companies have focused on getting more done and doing it faster. In leaner times, there will be a resurgence of focus on prioritization over mere productivity. What will matter far more than getting things done will be getting the right things done and doing so with minimal waste. The most in-demand leaders will be those who are excellent stewards of company resources -- making every project, meeting, and conversation count.
Why: Research shows that companies with fewer org-wide priorities outperform their spread-thin counterparts (Booz & Company 2011). The need to focus time and resources is even more pressing when resources are constrained. What’s more, employees have a greater craving for clarity and alignment in times of change and uncertainty.
How to prepare and share your organization’s top 2023 priorities:
Comms: Share precise, measurable objectives at the company and team level. Explain the reasoning behind the goals, and check for shared understanding. Bonus: name what you are not doing, not just what you are.
Skills: Now is the time to tighten prioritization, efficiency, and strategic thinking skills. These skills are important for everyone to have but essential for managers.
Tools: Help managers and teams align more quickly on priorities with templates like this Bucket Method.
So where do you go from here? We recommend doing a quick organizational audit to decide which of these four trends will be most pressing for your business. Pick one area to tackle and begin preparing for what’s ahead. As the saying goes: the best time to start was yesterday. The second best time is today.
Need help selecting your focus or accelerating your teams’ skill-development? Set up a quick, resource-packed conversation with a consultant here.
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