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LAS VEGAS — HR professionals and organization leaders have a lot to keep up with: technological developments, economic changes, globalization and automation. All of these factors affect how companies do business and attract and retain talented workers.
“If we don’t keep up with all the changes going on around us in terms of the tasks we do every day, we become obsolete,” said Dan Schawbel, partner and research director at New York City-based Future Workplace, an executive development firm dedicated to rethinking and reimagining the workplace.
It’s more important now than ever for business professionals to look forward three or six months or even a few years, he said during a mega session at the Society for Human Resource Management 2019 Annual Conference & Exposition.
Conference attendee Jessica Whitney said she hoped to learn about any new trends for the workplace so she could compare what’s discussed to what her company is currently doing—to see what it’s doing right and if there are any new ideas she can take back to the office. Whitney is a people partner at Unum Therapeutics in Massachusetts.
These are the top 10 trends that will impact HR departments in 2019, according to Schawbel’s research.
1. Fostering the relationship between workers and robots.
One of the biggest trends of 2019 is the partnership between robots and humans. “The human element will never go away,” Schawbel said. HR will continue to manage the human workforce, and information technology (IT) teams will manage the robots. “The big opportunity moving forward is for HR to partner with IT and even other departments … in order to collaborate and manage the human experience,” he said.
2. Creating flexible work schedules.
“Flexibility is something that we want because we’re working more hours than ever before,” he said. Regardless of age or generation, employees want to have a life outside of work.
3. Taking a stand on social issues.
Younger workers, especially, want to work for companies that are making a positive difference in the world, Schawbel said. Companies that take a stand on social issues will be unpopular with some people, he noted, but if they want to attract the right talent, they have almost no choice.
4. Improving gender diversity.
Compared to men, few women hold executive positions. The New York Times reported that “fewer women run big companies than men named John.” That’s the bad news. “The great news,” Schawbel said, “is that countries are getting involved, companies are getting involved, and it looks like changes are on the horizon.”
5. Investing in mental health.
Many people either have mental disorders or interact with someone who does, and mental health is becoming less stigmatized as more people speak publicly on the topic. Britain’s Prince Harry, for example, is partnering with Oprah Winfrey and Apple on a series about mental health and has also asked employers in the United Kingdom to sign a pledge to take a stand on this issue. Schawbel noted that employers who sign the pledge signal to employees that they take mental health seriously.
6. Addressing the loneliness of remote workers.
Many employees today can work from wherever they want. Remote work is great—and employers need to promote flexibility—but there is a cost, Schawbel said. The isolation employees feel when they don’t interact enough with co-workers may cause them to check out. Investing in offsite and team-building events can help. Connecting with remote workers in person even once a year can make a huge difference and build trust, he noted.
7. Upskilling the workforce.
There are 7.4 million open jobs in the U.S., and the unemployment rate is 3.6 percent. So employers need to find creative ways to close the skills gap. Companies are starting to hire more older workers, workers with disabilities, workers who were formerly incarcerated and veterans. “The [talent] pool is getting wider and wider, which is great,” Schawbel said. “It’s great because talent can come from anywhere.” Companies are less focused on age, gender and other factors and more concerned with whether the person can do the job and work well with others, he added.
[SHRM members-only toolkit: Employing Older Workers]
8. Focusing on soft skills.
“Soft skills are the new hard skills,” Schawbel said. Ninety-one percent of HR professionals surveyed by LinkedIn believe soft skills are very important for the future of recruiting. “You can train for hard skills, but soft skills take a long time to learn,” Schawbel noted. “If you hire someone who has a positive attitude, good organizational skills, is able to delegate work … they’re going to be incredibly valuable in today’s world.”
9. Preparing for Generation Z.
Employers need to understand Generation Z, the demographic born between the mid-1990s and mid-2000s. Many in this cohort identify anxiety as a major issue that gets in the way of their workplace success, which relates to addressing mental health, Schawbel said. And even though Generation Z workers self-identify as the digital generation, they say they want more face-to-face interaction at work. Additionally, they tend to expect quick promotions, so employers should set realistic expectations, he noted.
10. Preventing burnout.
Employees must grapple with an “always on” work culture, and many employees leave their companies as a result of being overworked. Employers should recognize what causes burnout and aim to fix it, because it may cost them more over time if they don’t, Schawbel said.
“We have to think about work differently,” he added. “The future is uncertain … but we can make changes today that will give us a better tomorrow.”
[Visit SHRM’s resource page on workforce readiness.]