Top Ten Work Trends Quarterly Updates

A diverse group of SIOP members are serving as Trend Champions for the people-related work trends that SIOP members collaboratively predicted to be the most impactful in 2022. Each Trend Champion has expertise in and professional passion for their trend subject. SIOP appreciates their service to the profession in providing quarterly updates on their chosen topics.

Find the full list of topics and links to the other Top 10 Work Trends here

The Latest on Trend #10: Enabling Organizational Culture in a Changing Workplace Environment

 

2022 2nd Quarter Update

Sustaining and scaling culture remained at the forefront globally as many workplaces shifted to a long-term practice of enabling more flexible and hybrid work arrangements. By far, the most interesting research I came across in Q2 came from the Quantum Workplace team, consisting of several I-Os including Shane McFeelyAnne Maltese , and Sandra Bakiera.

The Quantum Workplace platform powers the Best Places to Work Contest which measures the employee experience of <1 million employees in organizations across the U.S.. From that respondent pool they conducted more in-depth research with a subset of individuals to learn about key workplace trends and produced this report summarizing their insights including the following key takeaways: 

(1) The top three ways employees experience culture: via mission and values, recognition and celebrations, and through their company's approach to performance (including how managers ensure alignment, communicate, provide feedback, recognition, etc.).  

(2) The top two words used when describing ideal culture: flexible and inclusive.

(3) The top two roles responsible for shaping culture: leaders and managers.

From a cross-disciplinary standpoint, I'd also suggest following the ongoing research from the Culture 500 Project, which uses natural language processing to provide insights from 1.4 million employee reviews posted on Glassdoor.

 

2022 1st Quarter Update

The world experienced a wave of media coverage in 2021 with the “Great Resignation”, “Big Quit”, and “Great Reshuffle”, (mostly) synonymous terms that illustrate the rise in workers who left their jobs during the COVID-19 pandemic. Going into 2022, organizations continue to face challenges in attracting and retaining talent as U.S. job openings remained near record highs in January with a 4.8 million gap between openings and unemployed workers. According to a recent Conference Board survey, CEOs across the globe cited talent attraction and retention as their number one internal focus this year.

What are organizations doing to increase their attraction and retention efforts in this hyper-competitive market? PwC reports that 72% of executive respondents in a recent survey have implemented hybrid work options, 63% increased career advancement and upskilling opportunities, and 63% increased compensation. Some are challenging the status quo by conducting more frequent compensation reviews to stay aligned with competitive wage increases, dropping degree requirements to increase their talent pools, or deconstructing jobs into tasks to reframe the supply/demand problem.

There are likely many solutions to our talent attraction and retention problems, so I'll leave you with a quote from Einstein, “If I had an hour to solve a problem I'd spend 55 minutes thinking about the problem and five minutes thinking about solutions.”

Lastly, several case studies that caught my eye this quarter.

 

Champion: Heidi Glickman, PhD

Heidi Glickman serves as the Vice President of Global Talent Management at Freshworks. Her work focuses on increasing employee engagement, scaling culture, building capabilities, and advancing talent practices to ensure a happy work environment – where employees can do the best work of their careers. Over her 20+ year career, Heidi has served as an external consultant and an executive coach; as well as in several internal roles at both large and high growth companies including Walmart, MassMutual Financial Group, IDEXX Laboratories, and Gogo the inflight internet company. Heidi completed a PhD is Psychology at USIU/Alliant International University - San Diego. She also maintains her SPHR and SHRM-SCP certifications and has been an active SIOP member for 25+ years.