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Submitted URL: https://app.gartnerformarketers.com/e/er?utm_campaign=RM_NA_2022_SWG_NL_NL7_Conferences_DA&utm_medium=email&utm_source=Eloqua&cm_mmc...
Effective URL: https://www.gartner.com/smarterwithgartner/9-future-of-work-trends-post-covid-19?utm_campaign=RM_NA_2022_SWG_NL_NL7_Conf...
Submission: On July 08 via api from CH — Scanned from DE
Effective URL: https://www.gartner.com/smarterwithgartner/9-future-of-work-trends-post-covid-19?utm_campaign=RM_NA_2022_SWG_NL_NL7_Conf...
Submission: On July 08 via api from CH — Scanned from DE
Form analysis 2 forms found in the DOM
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<a href="javascript:void(0)" data-value="ANGOLA">Angola</a>
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<li>
<a href="javascript:void(0)" data-value="ANGUILLA">Anguilla</a>
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<li>
<a href="javascript:void(0)" data-value="ANTARCTICA">Antarctica</a>
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<li>
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<li>
<a href="javascript:void(0)" data-value="ARMENIA">Armenia</a>
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<li>
<a href="javascript:void(0)" data-value="ARUBA">Aruba</a>
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<li>
<a href="javascript:void(0)" data-value="AUSTRIA">Austria</a>
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<li>
<a href="javascript:void(0)" data-value="AZERBAIJAN">Azerbaijan</a>
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<li>
<a href="javascript:void(0)" data-value="BAHRAIN">Bahrain</a>
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<li>
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<li>
<a href="javascript:void(0)" data-value="BELARUS">Belarus</a>
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<li>
<a href="javascript:void(0)" data-value="BELGIUM">Belgium</a>
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<li>
<a href="javascript:void(0)" data-value="BELIZE">Belize</a>
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<li>
<a href="javascript:void(0)" data-value="BENIN">Benin</a>
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<li>
<a href="javascript:void(0)" data-value="BERMUDA">Bermuda</a>
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<li>
<a href="javascript:void(0)" data-value="BHUTAN">Bhutan</a>
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<a href="javascript:void(0)" data-value="BOLIVIA">Bolivia</a>
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<a href="javascript:void(0)" data-value="BOTSWANA">Botswana</a>
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<li>
<a href="javascript:void(0)" data-value="BOUVET ISLAND">Bouvet Island</a>
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<a href="javascript:void(0)" data-value="BRAZIL">Brazil</a>
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<a href="javascript:void(0)" data-value="BRITISH INDIAN OCEAN TERRITORY">British Indian Ocean Territory</a>
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<a href="javascript:void(0)" data-value="COCOS (KEELING) ISLANDS">Cocos (Keeling) Islands</a>
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<li>
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<a href="javascript:void(0)" data-value="CONGO">Congo</a>
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<a href="javascript:void(0)" data-value="CONGO, THE DEMOCRATIC REPUBLIC OF THE">Congo, The Democratic Republic of the</a>
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<li>
<a href="javascript:void(0)" data-value="COOK ISLANDS">Cook Islands</a>
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<li>
<a href="javascript:void(0)" data-value="COSTA RICA">Costa Rica</a>
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<li>
<a href="javascript:void(0)" data-value="CÔTE D'IVOIRE">Côte D'Ivoire</a>
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<li>
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<a href="javascript:void(0)" data-value="DOMINICAN REPUBLIC">Dominican Republic</a>
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<a href="javascript:void(0)" data-value="ETHIOPIA">Ethiopia</a>
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<a href="javascript:void(0)" data-value="FALKLAND ISLANDS (MALVINAS)">Falkland Islands (Malvinas)</a>
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<a href="javascript:void(0)" data-value="FAROE ISLANDS">Faroe Islands</a>
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<li>
<a href="javascript:void(0)" data-value="FIJI">Fiji</a>
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<a href="javascript:void(0)" data-value="FINLAND">Finland</a>
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<li>
<a href="javascript:void(0)" data-value="FRANCE">France</a>
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<li>
<a href="javascript:void(0)" data-value="FRENCH GUIANA">French Guiana</a>
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<li>
<a href="javascript:void(0)" data-value="FRENCH POLYNESIA">French Polynesia</a>
</li>
<li>
<a href="javascript:void(0)" data-value="FRENCH SOUTHERN TERRITORIES">French Southern Territories</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GABON">Gabon</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GAMBIA">Gambia</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GEORGIA">Georgia</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GERMANY">Germany</a>
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<li>
<a href="javascript:void(0)" data-value="GHANA">Ghana</a>
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<li>
<a href="javascript:void(0)" data-value="GIBRALTAR">Gibraltar</a>
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<li>
<a href="javascript:void(0)" data-value="GREECE">Greece</a>
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<li>
<a href="javascript:void(0)" data-value="GREENLAND">Greenland</a>
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<li>
<a href="javascript:void(0)" data-value="GRENADA">Grenada</a>
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<li>
<a href="javascript:void(0)" data-value="GUADELOUPE">Guadeloupe</a>
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<li>
<a href="javascript:void(0)" data-value="GUAM">Guam</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GUATEMALA">Guatemala</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GUERNSEY">Guernsey</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GUINEA">Guinea</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GUINEA-BISSAU">Guinea-Bissau</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GUYANA">Guyana</a>
</li>
<li>
<a href="javascript:void(0)" data-value="HAITI">Haiti</a>
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<li>
<a href="javascript:void(0)" data-value="HEARD/MCDONALD ISLS.">Heard/McDonald Isls.</a>
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<li>
<a href="javascript:void(0)" data-value="HONDURAS">Honduras</a>
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<li>
<a href="javascript:void(0)" data-value="HONG KONG">Hong Kong</a>
</li>
<li>
<a href="javascript:void(0)" data-value="HUNGARY">Hungary</a>
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<li>
<a href="javascript:void(0)" data-value="ICELAND">Iceland</a>
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<li>
<a href="javascript:void(0)" data-value="INDONESIA">Indonesia</a>
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<li>
<a href="javascript:void(0)" data-value="IRAN, ISLAMIC REPUBLIC OF">Iran, Islamic Republic of</a>
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<li>
<a href="javascript:void(0)" data-value="IRAQ">Iraq</a>
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<li>
<a href="javascript:void(0)" data-value="IRELAND">Ireland</a>
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<li>
<a href="javascript:void(0)" data-value="ISLE OF MAN">Isle of Man</a>
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<li>
<a href="javascript:void(0)" data-value="ISRAEL">Israel</a>
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<li>
<a href="javascript:void(0)" data-value="ITALY">Italy</a>
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<li>
<a href="javascript:void(0)" data-value="JAMAICA">Jamaica</a>
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<li>
<a href="javascript:void(0)" data-value="JAPAN">Japan</a>
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<li>
<a href="javascript:void(0)" data-value="JERSEY">Jersey</a>
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<li>
<a href="javascript:void(0)" data-value="JORDAN">Jordan</a>
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<li>
<a href="javascript:void(0)" data-value="KAZAKHSTAN">Kazakhstan</a>
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<li>
<a href="javascript:void(0)" data-value="KENYA">Kenya</a>
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<li>
<a href="javascript:void(0)" data-value="KIRIBATI">Kiribati</a>
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<li>
<a href="javascript:void(0)" data-value="KOREA, DEMOCRATIC PEOPLE'S REPUBLIC OF">Korea, Democratic People's Republic of</a>
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<li>
<a href="javascript:void(0)" data-value="KOREA, REPUBLIC OF">Korea, Republic of</a>
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<li>
<a href="javascript:void(0)" data-value="KUWAIT">Kuwait</a>
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<li>
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<li>
<a href="javascript:void(0)" data-value="LAO PEOPLE'S DEMOCRATIC REPUBLIC">Lao People's Democratic Republic</a>
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<li>
<a href="javascript:void(0)" data-value="LATVIA">Latvia</a>
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<li>
<a href="javascript:void(0)" data-value="LEBANON">Lebanon</a>
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<li>
<a href="javascript:void(0)" data-value="LESOTHO">Lesotho</a>
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<li>
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<li>
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<li>
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<li>
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<li>
<a href="javascript:void(0)" data-value="MACEDONIA, THE FORMER YUGOSLAV REPUBLIC OF">Macedonia, The Former Yugoslav Republic of</a>
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<li>
<a href="javascript:void(0)" data-value="MADAGASCAR">Madagascar</a>
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<li>
<a href="javascript:void(0)" data-value="MALAWI">Malawi</a>
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<li>
<a href="javascript:void(0)" data-value="MALAYSIA">Malaysia</a>
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<li>
<a href="javascript:void(0)" data-value="MALDIVES">Maldives</a>
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<li>
<a href="javascript:void(0)" data-value="MALI">Mali</a>
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<li>
<a href="javascript:void(0)" data-value="MALTA">Malta</a>
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<li>
<a href="javascript:void(0)" data-value="MARSHALL ISLANDS">Marshall Islands</a>
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<li>
<a href="javascript:void(0)" data-value="MARTINIQUE">Martinique</a>
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<li>
<a href="javascript:void(0)" data-value="MAURITANIA">Mauritania</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MAURITIUS">Mauritius</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MAYOTTE">Mayotte</a>
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<li>
<a href="javascript:void(0)" data-value="MEXICO">Mexico</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MICRONESIA, FEDERATED STATES OF">Micronesia, Federated States of</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MOLDOVA, REPUBLIC OF">Moldova, Republic of</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONACO">Monaco</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONGOLIA">Mongolia</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONTENEGRO">Montenegro</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONTSERRAT">Montserrat</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MOROCCO">Morocco</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MOZAMBIQUE">Mozambique</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MYANMAR">Myanmar</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NAMIBIA">Namibia</a>
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<li>
<a href="javascript:void(0)" data-value="NAURU">Nauru</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NEPAL">Nepal</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NETHERLANDS">Netherlands</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NETHERLANDS ANTILLES">Netherlands Antilles</a>
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<li>
<a href="javascript:void(0)" data-value="NEW CALEDONIA">New Caledonia</a>
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<li>
<a href="javascript:void(0)" data-value="NEW ZEALAND">New Zealand</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NICARAGUA">Nicaragua</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NIGER">Niger</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NIGERIA">Nigeria</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NIUE">Niue</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NORFOLK ISLAND">Norfolk Island</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NORTHERN MARIANA ISLANDS">Northern Mariana Islands</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NORWAY">Norway</a>
</li>
<li>
<a href="javascript:void(0)" data-value="OMAN">Oman</a>
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INSIGHTS / HUMAN RESOURCES / ARTICLE
9 FUTURE OF WORK TRENDS POST COVID-19
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June 16, 2022
Contributor: Jordan Turner and Mary Baker
The employee value proposition (EVP) must change for hybrid work and respond to
shifts in employee expectations.
In short:
* Ongoing changes in the way people work have permanently transformed
employees’ relationship with and expectations of work.
* Hybrid work could be a great opportunity or a great risk, particularly for
diverse talent.
* These nine high-impact trends create an exciting opportunity for
organizations to differentiate themselves as employers of choice.
The last two years have had a lasting impact on the future of work. It’s
imperative that HR leaders evaluate the immediate and longer-term impact of
these trends and the degree to which they will change strategic goals and plans.
“Chief human resource officers (CHROs) are facing historic challenges from an
exhausted workforce and a highly competitive labor market,” says Brian Kropp,
Distinguished Vice President at Gartner. “At the same time, this environment
creates an exciting opportunity for CHROs to lead talent into the future and
differentiate their organizations as employers of choice.”
Download now: Your Future of Work Roadmap
These nine trends have a great impact on the employee experience, which
underscores how the EVP must change and respond to shifts in employee
expectations.
NO. 1: HYBRID WORK BECOMES MAINSTREAM
Hybrid work is here to stay. With 75% of hybrid or remote knowledge workers
agreeing their expectations for working flexibly have increased, there is no
doubt that the future is hybrid. In fact, if an organization were to go back to
a fully on-site arrangement, it would risk losing up to 39% of its workforce.
You must create a new, human-centric model for the hybrid environment by
designing work around employee-driven flexibility, culture connectedness and
human leadership.
Listen now: Organizational Culture and Connectedness Is in Crisis
NO. 2: THERE’S A SHORTAGE OF CRITICAL TALENT
HR leaders are under more pressure than ever to fill roles with those with
critical skills to meet market needs and drive organizational change. While
there’s an urgency to obtain scarce, critical capabilities, there’s also an
effort to optimize costs in the current economic climate. To fill skills needs
both effectively and efficiently, broaden the range of talent strategies under
consideration, either as part of your strategic planning or as needs arise. For
example, develop processes, norms and infrastructure that facilitate the
mobility of employees from their current roles to other existing or newly
created roles within the organization. This creates an internal labor market and
makes it easier and more attractive for employees to move jobs without exiting
the company.
NO. 3: WELL-BEING IS A KEY METRIC
Traditional employee experience indicators, such as engagement surveys and
turnover metrics, aren’t showing the whole picture — for example, measuring
current experience or overall well-being — which impacts employee performance
and intent to stay. Although 70% of organizations made additional investments in
well-being throughout the last two years, most employees are still not taking
advantage of these offerings. You must deliver on well-being as part of your EVP
to attract and retain talent.
Learn more: What Is HR Strategy? And How Can You Best Execute It?
NO. 4: DEI OUTCOMES COULD WORSEN
Hybrid and remote work does not guarantee all employees will experience the
benefits of this change equitably. This has the potential to worsen diversity,
equity and inclusion (DEI) outcomes. For example, 76% of managers say on-site
employees are more likely than remote workers to be promoted. Considering that
women and employees from underrepresented groups are more likely to want to
leverage flexible work, proximity bias becomes a recipe for inequity. To support
all employees in a hybrid future, you must mitigate bias in performance and
recruiting and support underrepresented talent.
NO. 5: TURNOVER WILL INCREASE
Hybrid work has become a baseline expectation for most employees, and
organizations are already seeing the effects. Turnover has significantly
increased when employees are required to come back into the office full time,
and 52% of employees say flexible work policies will affect the decision to stay
at their organization. Turnover will continue to increase because the emotional
costs of leaving the organization are lower when hybrid and because there’s more
choice in employers when location is no longer a factor. To combat this
sustained turnover, connect hybrid employees to the organization’s culture and
invest in talent processes to expand employee networks.
NO. 6: MANAGERS’ ROLES ARE CHANGING
With fewer opportunities for spontaneous in-person interactions in the
workplace, managers need to be more intentional in establishing and developing
relationships with their team members. The manager-employee relationship is
critical in shaping the employee experience and connection to the organization.
CHROs need to provide managers with the proper tools to become human leaders and
manage employees’ career perceptions, well-being and connection to
organizational culture.
NO. 7: GEN Z WANTS IN-PERSON WORK EXPERIENCES
Although the younger generation is comfortable with hybrid work (having finished
their education and entered the workforce during the pandemic), the experience
has left something to be desired. To Gen Z, remote work is about continuing
connections built in person while maintaining a flexible schedule. Pay attention
to Gen Z’s expectations of the postpandemic world of work. The needs of these
entry-level hires will impact decisions surrounding redesigned office spaces,
in-office onboarding support and development opportunities.
NO. 8: SHORTER WORK WEEKS ARE A NEW EVP
Labor market competition and high inflation are putting pressure on
compensation, but many organizations can’t afford to increase pay as quickly as
employees want or expect. If inflation continues to rise, not all employers can
attract and retain talent on compensation alone. This is challenging
organizations to rethink their EVP with reduced hours. To consider this new EVP
approach, C-suite leaders and hiring managers must work together to review roles
and processes in which a shorter work week is possible.
Listen now: How to Attract and Retain Talent When You Don’t Have All the Money
in the World
NO. 9: DATA COLLECTION IS EXPANDING
Gartner analysis shows that 16% of employers are more frequently using
technologies to monitor their employees through methods such as virtual clocking
in and out, tracking work computer usage, and monitoring employee emails or
internal communications/chat. While some companies track productivity, others
monitor employee engagement and well-being to better understand employee
experience.
Even before the pandemic, organizations were increasingly using nontraditional
employee monitoring tools, but this trend will only accelerate thanks to
monitoring of remote workers and the collection of employee health and safety
data. Make sure to follow best practices to ensure responsible use of employee
information and analytics.
GARTNER REIMAGINEHR CONFERENCE
Join your peer CHROs and senior HR executives from leading organizations to
discuss specific HR challenges and learn top HR trends and priorities.
View Conference
Recommended resources for Gartner clients*:
6 Future of Work Trends Reshaping the Employee Experience
What Are the Future of Work Trends With the Greatest Impact on Organizations?
Redesigning Work for the Hybrid World
*Note that some documents may not be available to all Gartner clients.
PREPARE FOR THE FUTURE OF WORK
Leverage Gartner future of work insights, data and tools to move beyond the hype
of predictions and help your organization leverage the opportunities ahead.
Learn More
PREPARE FOR THE FUTURE OF WORK
Leverage Gartner future of work insights, data and tools to move beyond the hype
of predictions and help your organization leverage the opportunities ahead.
Learn More
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