By Prangya Pandab - December 15, 2021 4 Mins Read
The changes brought on by the pandemic are likely to have long-term consequences for the job market. While technology and processes have evolved, the most significant shifts have been in mindset.
While 2021 was the year of recovery, 2022 is projected to be the year of growth. The pandemic has forced enterprises all over the world to recognize the value of digitalization and the use of modern technologies to get the job done. As a result, businesses and professionals are prepared to start the New Year on a high note and make their ventures successful with this technological expertise.
Christal Bemont, CEO at Talend, predicts, “The Great Resignation will continue unless a Great Re-Evaluation takes place. Employees are looking for jobs that not only take care of them financially but also match their values and authentic selves. As employees re-evaluate their careers, companies will need to re-evaluate what working looks like to retain and attract talent.
“Benefits and perks will evolve with the new way of working and new employee priorities. Gone are the days when a simple health insurance and 401k package could be enough to entice prospective employees to jump on your job offer. Similar to how COVID accelerated the need for businesses to pivot to run their operations or serve customers, businesses need to pivot and re-evaluate what value a company can bring to its employees,” she adds.
Here are a few of the most important workplace trends to watch in 2022.
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There will continue to be three major models for where people work: decentralized remote organizations, centralized workplaces, and the hybrid paradigm. What’s likely to change in 2022 is that employees will have more options rather than being obliged to follow whatever model their company has selected out of necessity.
The relationship between organizations and the concept of a centralized workplace is definitely changing. According to the KPMG 2021 CEO Outlook Pulse Survey,” at the height of the pandemic in 2020, 69 percent of major enterprises predicted an overall decline in the amount of office space they would use.
Companies will use hybrid structures to support the needs of a primarily remote workforce – maintaining permanent centralized offices, serviced meeting rooms to support the needs of a primarily remote workforce and relying on co-working spaces.
Prior to the pandemic, the goal seemed to have been to hire people who could help build efficient organizations. The focus has switched decisively in the direction of resilience during and after the pandemic. Whereas built-in redundancy or skill overlaps were once considered inefficient, they are now considered a prudent precaution.
Another sub-trend is that businesses are beginning to recognize the crucial need of including employee healthcare and wellbeing measures, including mental health, into their game plan. Many companies are increasingly attempting to assume greater responsibility for assisting their employees in maintaining their physical, financial and mental well-being. Finding ways to accomplish this without being unduly intrusive or invasive of the personal lives of employees and their privacy is a challenge that organizations will face in 2022.
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According to the World Economic Forum’s ” The Future of Jobs Report 2020,” AI and automation will create 97 million new jobs by 2025. People in many existing jobs, however, will see their roles change as AI technology is increasingly expected to boost their own abilities. Initially, AI will be used to automate repetitive aspects of daily tasks, allowing them to focus on areas that demand a more human touch, such as creativity, high-level strategy, or emotional intelligence.
Prangya Pandab is an Associate Editor with OnDot Media. She is a seasoned journalist with almost seven years of experience in the business news sector. Before joining ODM, she was a journalist with CNBC-TV18 for four years. She also had a brief stint with an infrastructure finance company working for their communications and branding vertical.
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