• Company culture

5 HR trends to focus on in 2022

lysiane-kiwihr
Lysiane Mahout

Over the past two years, the organisation of work has been largely turned upside down and new ways of working have emerged. The world of work has had to be rethought with innovative solutions such as hybrid working to enable employees and companies to adapt to the new constraints of the pandemic. In 2022, we must continue to deal with uncertainty and be flexible and adaptable. Here are 5 HR trends to watch out for in 2022.

1. More flexibility at work

With the democratisation of teleworking over the last 2 years driven by the health crisis, the major HR trend for 2022 is unsurprisingly greater flexibility at work. Employees are looking for a better work-life balance with more flexible working hours and the possibility to work remotely to boost productivity. 

Management and human resources have to find ways to overcome the problems of organising and coordinating work in teams, but also the lack of possible social interaction which can reinforce the feeling of isolation. It is therefore a daily challenge to find an organisation that responds to all these new problems and that will allow for better employee commitment. Hybrid working provides a solution to this growing need for flexibility by allowing employees to split their time between home and work. 

Work in the office rethought

As far as work spaces are concerned, changes and flexibility are also present in companies with the appearance of flex desks or the rental of offices and the growing use of co-working spaces. In order to give meaning and go further in this implementation of new work organisations, the introduction of a QWL (quality of work-life) approach or the improvement of the employee experience will play a major role.

The 4-day week

On trial in several companies in 2021, what if the 4-day week turns out to be the future of work? This concept would promote productivity by concentrating work over four days, offering a greater sense of well-being and less stress. 

Flexibility at work and employee satisfaction

2. A focus on well-being at work

For this year, one of the major challenges is to improve the quality of life at work after months in which the health crisis deteriorated the working conditions, well-being and mental health of employees. To retain employees and ensure a caring work environment, the focus must be on training managers in QWL issues.

In November 2021, Forbes highlighted that "empathy is one of the most important leadership skills". From innovation to retention, this quality would help build quality remote management.

To go further and implement a winning QWL approach, here are some important points to create a work environment suitable for dialogue and well-being:

  • The implementation of feedback to boost employee commitment
  • Better recognition 
  • The implementation of collaborative tools
  • An adapted workload
  • The desire to help employees develop and flourish at work
how to improve the employee experience

3. The importance of the employee experience 

Employees are more and more volatile and want to change, and there has been a significant turnover in recent months. We are talking about the concept of the "Great Resignation", which first appeared in the United States and which also seems to be affecting other countries, with a questioning of the meaning of work. The focus is therefore on improving the employee experience and on retaining employees. Here are two proposals for an enriched employee experience in 2022:

  • Neat onboarding (or re-onboarding) 

It is essential to welcome your employees from the very first days and therefore to have a well thought-out plan for integrating new employees. Taking on a new job is often stressful, with a lot of information to deal with while integrating into the new team. If you welcomed your employees remotely in 2021, even though many collaborative tools have been developed in recent months to facilitate onboarding, re-onboarding allows you to welcome them back to the company and create a stronger bond by inviting them to events, informal exchanges or by offering mentoring programmes.

  • Teambuilding

In 2022, team building will be used to strengthen the ties between teams while having a good time without putting work at the heart of the day. From the virtual version on Teams with remotely organised wine tastings to physical events when the health situation allows, engage your teams and strengthen the bond of belonging to enrich the employee experience.

post-pandemic onboarding preparation

4. A strong employer brand 

In order to win the war for talent and retain employees, developing your employer brand is a key point in 2022. It is therefore important to take care of your image both internally and externally in order to stand out. Beyond the monetary benefits and job stability, focus on your identity and your own corporate culture while creating a caring work environment. Also use all means to get the word out, from employee reviews on Glassdoor to social networks, get your brand and your company out there.

5. Digitalisation of HR and recruitment processes

Digitalisation has accelerated significantly in recent months in companies, allowing them to manage staff efficiently from a distance or to recruit. ATS and HRIS software allow companies to free themselves from repetitive tasks, loose papers or excel files for better efficiency. For employees, sharing information, making documents available or accessing e-learning are made easier.

digitalisation of HR processes

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