Time to Reset: What 2023 Has in Store for IT Leaders
The new year begins with upheaval for employers and employees. Here’s what IT leaders need to know.
The new year begins with upheaval for employers and employees. People leaders must identify and respond – as a leader and a human – to unique changes in their organizations. IT leaders must understand the role of technology in this shift, says Janice Burns, chief people officer at Degreed.
It’s safe to say that 2022 was a rollercoaster for many of us. Business leaders didn’t just have to come to terms with the ongoing impact of Covid-19. Still, they also had hybrid and remote work, evolving employee expectations, new talent models like gig work, and ever-shifting market conditions.
That’s how we enter 2023, with a lot of upheaval for employers and employees alike, and it’s important to recognize this. It’s also vital that people leaders understand how things have uniquely changed in their organization — and how to respond to this both as a leader and a human. For IT leaders, understanding the role of technology in this shift is another imperative.
A New Social Contract
The pandemic highlighted the new relationship between employers and employees, one of empathy and caring for each other. It’s something that employees want to continue, and employers who aren’t meeting expectations are suffering from phenomena like quiet quitting and the Great Resignation.
Those that do, however, are benefiting from increased productivity and performance. Helene Westerlind, CEO of Zurich LiveWell explains, “The fundamental aspect of caring about your people, wanting them to live happier and healthier, makes sense not only to the individual but also for the business performance. People who are cared for at work and feel appreciated will perform better, experience less absenteeism and presenteeism, be more productive, and give an overall greater performance back to you as an employer. It’s a win-win approach.”
One of the best ways to show your people that you care is through collaborating with them on their learning and development. Understand where they want their career journey to take them and then offer learning opportunities that build the skills to get them there. It makes learning far more relevant and rewarding than just compliance-based training. The ultimate goal is to find opportunities that meet individual aspirations and business needs (especially given the uncertain economic outlook).
See More: Training the Future: Solutions for Boosting Tech Talent Pool
Technology to Thrive
In uncertain times, companies that invest in technology are more likely to thrive. However, this investment can make someone feel like their skills are outdated and concerned about technology taking their role. Understanding this and providing opportunities to continue to grow as a department or company is digitally transformed will help reassure and retain employees.
Matt Guarini, VP, Senior Research Director at Forrester predicts that more companies will invest in technologies like AI, automation, and machine learning that help to deliver immediate value in 2023. This impacts the skills mix of many workforces. Not just in building skills directly linked to AI, automation, and machine learning but also adjacent skills that enable the use of such technologies. For example, everyone in an organization will likely need a basic level of digital and data literacy to work alongside AI. Organizations will also need change management and communication skills to ensure work continues seamlessly as automation or AI is implemented.
Indeed, these power skills can be more valuable to your business long-term than hard, technical skills that quickly go out of date. It can help to create a more agile workforce with people ready to be redeployed into new roles and projects as business needs change.
See More: 4 Innovative Ways AI Will Boost Online Training for HR
New Talent Models
Widespread talent shortages are giving rise to new talent models that make it easier for business leaders to source the needed talent. The gig economy gives new options for employees and employers, changing how teams are set up. It also necessitates a new skill set for people leaders, where they place talent onto projects and roles based on their skills and not if they are permanent or temporary employees. Coupled with automation, the team of 2023 looks very different from the one of a few years ago — technology, contractors, freelancers, and employees are working towards the same business goals.
A Wealth of Data
I’d be remiss if I didn’t discuss the importance of gathering skill data amid these changes. With much work being done digitally, there is a glut of data being produced by employees as they go about the course of their day, stored in learning and HR systems. Much like how consumer data is used to personalize marketing and retail, this data can make for a far superior employee experience tailored to each individual. Expect to see more HR and learning teams partner with their IT and data colleagues to understand the data at their fingertips and how to boost workforce decisions, the employee experience, and hiring.
Fresh Opportunities
With every new year comes fresh opportunities and challenges—a time to change the status quo and keep up with emerging trends in your market. As you set your goals for the coming year, remember that your people are the foundation of all change. Without their effort, skills, and motivation, your plans will falter. Equipped them at the start of the year with the right tools and support, and they and your business will soar.
Why do you think IT leaders must understand the role of technology in this shift? Let us know on Facebook, Twitter, and LinkedIn.
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