5 Trends in 2024 for HR, People Ops, and L&D Leaders to Prepare For in the New Year
As we roll into 2024, one thing's crystal clear – the workplace is in for more change. We've got our eyes on five trends as we gear up for the new year. Of course, AI tops our list (and probably all trend lists right now). With tech reshaping the future of work, 2024 is the year to equip managers with the must-have skills to ride those waves of change like pros.
We've got your back with practical tips and tools to get you and your team ready for what's on the horizon, setting you up for ongoing success in the year ahead!
Our data: We’ve based our predictions on working with more than 2,400 companies worldwide (where we’ve taught over 500,000 employees), continuously listening to our amazing online community, engaging with our expert client advisory board, and analyzing the research findings of industry thought leaders, from Gartner to LinkedIn.
Trend 1: Brave new world – AI is a game-changer, keeping up with rapid change calls for serious agility.
What: Artificial intelligence (AI) exploded into the workplace in 2023, disrupting how we work. Amid all this change, employees feel uncertain about how AI might shake up their roles. Let’s face it – embracing change isn’t typically our first instinct! Organizations need to amp up their agility and resilience game, ensuring leaders and teams have the skills to navigate the ever-evolving worlds of technology and work.
82% of HR leaders believe their organization’s managers aren’t equipped to lead change. – Gartner
Why: Constant change can trigger ‘change fatigue,’ a feeling of indifference or being overwhelmed by too many organizational changes. The result? Decreased employee engagement, productivity, and trust. Future-ready organizations empower their teams to navigate unanticipated shifts, such as the rapid rise of AI. They equip managers with essential change management skills so when the unexpected turns into the ‘new normal,’ they can keep their teams engaged and effective.
Tips & tools to build agile, resilient managers and teams in 2024:
Normalize change – let folks know it will keep on coming as technology evolves and your organization innovates.
Seek to understand employees’ concerns around the impact of AI.
Encourage employees to explore the upsides of AI – it’s like having an intern that effortlessly tackles the mundane stuff, giving them more room to shine in their roles.
Teach managers to lead in the face of uncertainty with skills like normalizing, validating, and asking questions.
Read: Artificial Intelligence in the Workplace: Equipping Leaders for the Rise of AI
Learn: Download our Change Checklist, and use it at the start and end of every change. Customize the checklist with your team and share it far and wide.
Watch: The Impact of AI on HR
Trend 2: The manager role is broken, fixing it gains urgency.
What: Research shows a lot of managers out there feel swamped – like, 51% more responsibilities than they can juggle! And half the team isn't sure about their manager’s ability to lead them to success. It’s time to reimagine the manager gig by going all-in on high-value tasks and building people management habits. According to Gartner, organizations focused on habit-building see a whopping 71% boost in job manageability!
75% of HR leaders say their managers are overwhelmed by the growth of their job responsibilities. - Gartner
Why: The antidote to manager overwhelm lies in clarifying the manager role, assessing systems and support, and nurturing essential skills. Take productivity and prioritization, for instance – this skill helps managers work smarter when time and resources are short. And optimizing high-value tasks managers shoulder, such as delivering constructive feedback and handling conflict resolution, can help ease their burden while increasing efficiency and effectiveness. We’ve found focusing on small changes makes a big impact, fast.
Tips & tools to effectively support and develop your managers in 2024:
Clearly define what a manager is (and is not) at your company. Refine and share your managers’ role descriptions, including responsibilities and success metrics.
Clarify core manager skills and offer upskilling opportunities to develop them (see Trend #3).
Provide regular feedback and assessments.
Read: Do your managers even have time to manage?: Capacity planning for manager effectiveness
Learn: The Great Managers Playbook, the most essential lessons we've learned about the systems, tools, and skills your company can use to unlock the power of your managers fast.
Trend 3: Hiring like wild is out, upskilling is in.
What: Coming off of a slower job market in 2023 and amid all the economic question marks, companies are playing it cool with their budgets for the upcoming year. While hiring takes a measured approach, the buzz is all about upskilling – empowering employees with new skills to enhance their performance. It’s a smart move, striking a balance between fiscal responsibility and nurturing a skilled workforce that’s both competent and excited about the dynamic road ahead.
Why: Jumping on the upskilling train is the key to tackling 'HR debt' – all those cumulated costs from putting off tricky people-related issues like morale dips, unresolved conflicts, and delayed decisions. Enhancing your current talents' skill set, whether it's building coaching skills or honing decision-making prowess, not only helps alleviate existing 'HR debt' but also guards against potential future losses.
Tips & tools to upgrade your upskilling programs in 2024:
Build out or refine your learning and development (L&D) philosophy (see pg. 4 of our Learning & Development Toolkit) – an intentional strategy will help make your upskilling more impactful.
Set your L&D goals then give employees the skills they need to achieve them.
Upskill your managers first with core skills like feedback, coaching, and productivity and prioritization.
Read: Core manager skills: Skills that make the biggest difference in the shortest time
Learn: Learning & Development Toolkit, all the ingredients you need to launch a rapid skill-building program for your managers or enhance your current program
Connect: Chat with one of our Program Consultants for hands-on help in upgrading your upskilling program in 2024.
Trend 4: Show me the money – aligning L&D with business outcomes climbs in importance.
What: A current spotlight on productivity and efficiency means HR leaders must draw a clear line between employee development and the bottom line. Top executives crave insights into real business outcomes from L&D initiatives – like reclaiming lost time from poor communication and ramping up performance and profitability through aligned organizational goals.
Why: Taking L&D from a 'nice to have' to a 'must-have' is all about showcasing its tangible return on investment (ROI). You need to communicate precisely how training initiatives help teams and companies reach their business goals. It's more than just getting a nod from senior leaders; it's about locking in budgetary support and solidifying HR’s role as a strategic partner in driving organizational impact.
Tips & tools to strengthen L&D’s value in 2024:
Link your employee development goals with your organization’s revenue goals.
Increase buy-in by speaking to what the C-suite cares about most, like gained productivity, upskilled talent, and increased engagement.
Map skill development to strategic business goals, like reducing hiring costs, and track L&D metrics tied to key outcomes.
Watch: Check out how other HR leaders are experiencing rapid results and ROI with our learning programs.
Trend 5: Attrition blues – rethinking retention efforts takes the spotlight.
What: Unwanted attrition has companies looking to jazz up their retention strategies. Prioritizing professional development ensures employees stay and thrive within your organizational framework. One study shows that 94% of employees are inclined to remain with a company that invests in their learning and development. As traditional career paths evolve, actively engaging employees on their growth journeys gives you a clear advantage in talent retention.
89% of HR leaders believe career paths at their organizations are unclear, and 66% agree they’re not compelling for many employees. - Gartner
Why: The financial toll of turnover is jaw-dropping – hitting one trillion dollars each year! Considering the expenses tied to attrition, from losing productivity to training new hires, pumping up L&D programs is a solution that not only scores big with employees, it also drives business wins like lower turnover, higher productivity, and increased profitability.
Tips & tools to nurture career growth and retention in 2024:
Assess the effectiveness of your current leadership career paths – get input from managers and individual contributors.
Identify one or two areas to improve and create a career development plan (read ‘Develop Career Paths’ in The Great Managers Playbook).
Invest in core skill-building for individual contributors to build a solid leadership pipeline
Prepare yourself and your people now for what’s coming in the year ahead. Determine which trends will impact your business most and take action today.
We’d be happy to help you prioritize and plan your learning and development program for 2024!
