Hybrid flexibility will reach the front lines.Īs we enter a more permanent era of hybrid work for desk-based employees, it’s time to find equitable flexibility for frontline workers, like those in manufacturing and health care.

Leveraging alternate methods, such as alumni networks and gig workers, to bring in workers with specific skills for high-priority tasks when new headcount is not an option.Ģ.

Providing specific upskilling opportunities to help employees to meet evolving organizational needs.

To compensate people for their evolving roles, organizations can offer a one-time bonus, raise, additional paid time off, a promotion, greater flexibility, and more.

Encouraging internal talent mobility by deploying employees to the areas where the organization most needs them.

In 2023, savvy organizations will turn this practice on its head and embrace “quiet hiring” as a way to acquire new skills and capabilities without adding new full-time employees. When employees “quiet quit,” organizations keep people but lose skills and capabilities. The concept of “ quiet quitting” - the idea of employees refusing to go “above and beyond” and doing the minimum required in their jobs - dominated work-related headlines in the second half of 2022. Employers will “quiet hire” in-demand talent. Here are the nine workplace predictions, based on Gartner research, that highlight the aspects of work that leaders must prioritize over the next 12 months. How employers respond could determine whether they are an employer of choice. In 2023, organizations will continue to face significant challenges: a competitive talent landscape, an exhausted workforce, and pressure to control costs amid a looming economic downturn.

In 2022, business leaders faced an increasingly unpredictable environment, with evolving return-to-office policies, higher employee turnover, and burned-out employees ( more than ever before, in fact).

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