Business is constantly changing and if you want to stay at the forefront of the industry, you need to consciously adapt to the changes that are happening, otherwise, you will be far behind the competition, and soon, it may be too late to fix it.
But those changes do not cover only the advancement of the industry which mainly involves the implementation of new technologies. It’s the changes in the workplace that most companies forget, focusing only on those changes that are directly relevant to their industry, which ultimately results in them abandoning the latest best practices and becoming much less attractive employers to candidates.
In this article, we’ll focus specifically on the changes happening in businesses regardless of their location and see how you can take advantage of them.
Why do workplaces change?
Workplaces have always evolved, and today we’re going through a period where we’re seeing a lot of change. That’s because the current workforce is made up of five different generations for the first time in history. We are witnessing an unprecedented situation where all of them will have to work in harmony and towards a common goal. At the same time, changes are inevitable.
As new businesses are created, employees shift their focus, and as technology advances, workplaces evolve and grow smarter to reflect employees’ emotions. However, it has had the biggest impact on those changes and many advances, disrupting the business landscape and forcing employers and employees to focus on collaboration, efficiency, and security.
To appeal to the modern hire, employers must take a significantly different approach than they used to hire their current employees, especially those who have been with the organization for decades, if not decades. Companies that focus on the needs of modern learners rather than specific age groups will be better positioned to meet future challenges.
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Workplaces before the pandemic
The pandemic presented us with many challenges that we never thought of as problems. Many businesses took up the challenge and responded quickly, proving their agility, and it’s worth going back a few years to see what workplaces look like.
A common pre-pandemic view which now seems to have been shattered was that offices were the only way to promote productivity, and culture and attract top talent. Another misconception was the number of employees needed to perform optimally to achieve given goals. After the pandemic led to many layoffs, employers realized that, in many cases, additional skills were not necessary to maintain optimal levels of productivity.
Workplaces during the pandemic
During the pandemic, employers slowly but surely allowed their employees to work from home. Some of them appreciated the change because it reduced the costs associated with running a business, such as renting office space.
But others believed that because employees could not be so easily controlled, their productivity could suffer significantly. Soon, however, employers realized that giving their staff more freedom, i.e. working from home, was not necessarily a bad thing. With the epidemic not ending anytime soon, there was no other option but to embrace the change and see how the story unfolded.
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Workplaces after the pandemic
Although the impact of the coronavirus is still being felt around the world, a large number of countries are beginning to reopen borders and invite employees back to work in the office. However, the workplace experience is no longer and probably won’t be the same as it was pre-pandemic.
Big enterprises like pharmaceutical giant Novartis, Twitter, Spotify, and Quora have decided to keep some form of Flexi-work post-pandemic, even though they may technically return to the office for various reasons. Some employees became more productive, while others decided to hire top talent from elsewhere in the world after seeing how their employees were performing and that it wasn’t as bad as they first thought.
10 ways the workplace will change in 2023
Change is inevitable and the pandemic has initiated many of the changes we are now seeing continue in the job market. Here are 10 ways the workplace will change in 2023.
People quickly figured out how to work from home. After the pandemic ends, working from home will remain popular among professionals, forcing businesses to be more flexible. Now that more people have demonstrated their productivity, it will be difficult for companies to take this benefit away from their employees.
While professionals rejoiced in their 30-second journey, it became clear to businesses that the big real estate item on their spreadsheets might not be the best use of their funds. Working from home is beneficial, though not always for everyone.
Many professionals find it difficult to work from home, not because of their isolation but because they don’t have a proper workspace or a dedicated home office. They didn’t have a ready-to-zoom location for video meetings.
Internet access in homes will improve very quickly. Home offices will become more popular, as will home video studios. WFH issues will be a major priority for many as new homes are built or older ones are modified. Technology will create a space more akin to a WeWork than a suburban townhouse.
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The corporate office will change in appearance and function. Conference rooms, meeting spaces and video studios will occupy most of the office space. Instead of working alone in a cubicle, the workplace will become a significantly more social setting. It will be built to encourage and promote interaction and community participation, taking advantage of opportunities where talent is concentrated in one place.
Education and skills
We all know that learning has moved to the fore, and many businesses recognize that high skills and talent are critical to innovation and strategic advantage. Many organizational learning initiatives used in-person workshops and seminars.
However, after the pandemic, e-learning will play a bigger role in continuing education. Individual learning programs will continue, but they will be limited to specific functions and demographics within the company. Face-to-face learning will often be a minor component of a learning program. Companies ramped up their e-learning platforms to ensure their employees acquire key skills and advance professionally.
As you’ve seen, most of the changes we’ve mentioned revolve around video. The main WFH trial was conducted by the creators of Zoom, WebEx, Hangouts, Skype, and other video communication software. The video was fully integrated into the work experience in an amazing variety.
The line between work and personal life is blurred as supervisors and employees are used to seeing each other in their natural environment. Ironically, technology has enabled this transformation, but it has also created a peculiarly low-tech reality: our organic, non-robotic humanity is valued more than ever in this new corporate world.
But this goes beyond team meetings. Since large groups couldn’t meet in one place, many conferences have been held virtually over the past few years, allowing people from all over the country (and the world) to meet, collaborate, and network, which has helped many professionals. They will advance their careers and benefit many organizations.
Forget the dress code
Before COVID-19, you probably dressed for work. Even though you dressed up every day while working from home, you didn’t wear a dress or high heels.
Some consulting firms and other organizations already have “dress for your day” policies, allowing you to leave your dress at home if you’re not meeting clients. After all, workers in the computer industry have been wearing shorts and flip-flops to work for decades.
COVID-19 shines a light on worker health and safety in all industries, not just the publicized ones. After contracting the coronavirus, even workers who sat at computers all day were admitted to intensive care units.
Returning workers are required to wear masks, disinfect surfaces and maintain social distancing, and some are even subjected to temperature checks. Those precautions are expected to evolve into workplace inspection protocols, state-of-the-art ventilation systems, and state-of-the-art detection and disinfection equipment.
Many organizations have increased the number of paid meetings with mental health counselors for employees while waiving or cutting co-pays and adding additional digital tools to help people calm down and focus. Managers are also trained in some companies to recognize indicators of disaster.
As businesses sought to severely limit or eliminate human interaction to curb the spread of the coronavirus, the pandemic prompted employers to adopt digital and automated solutions almost immediately.
Companies’ use of virtual and augmented reality is likely to rise dramatically as fewer employees work in the same location. These technologies are already being used in training, telemedicine, and team-building activities in the workplace.
This is where employers and recruiters need to level up to attract the right kind of talent. The pace of technological advancement is faster today than we have ever experienced before, and as a result, the need to upskill and innovate has become a matter of success and failure. Today, candidates looking for growth and long-term advancement are beginning to consider what kind of opportunities an employer will offer them in terms of keeping them trained and able to handle the inevitable automation.
Diversity, Equity, and Inclusion
After seeing several news stories showing how biased organizations can get, many businesses decided to start conversations with their employees to encourage them to talk openly about issues like racism, sexism, bias, and prejudice.
It extends beyond changing the way you interact with current employees. Many businesses have decided to implement DEI (Diversity, Equality, and Inclusion) initiatives to help foster the inclusion and acceptance of people from all demographics in society.
As technology has advanced, cyber threats and hacking have become more common and the world has become more interconnected. That was especially true in 2020 as many cyber criminals decided to take advantage of this situation and target companies with various schemes, especially those related to COVID-19. While some of those attacks were successfully prevented, others showed large gaps in the company’s defenses that should have been fixed immediately.
As the number of people working remotely increases, cyber security will need to increase. Companies now deal with the security challenges of many remote devices and vulnerable networks. In contrast, most IT and cybersecurity investments in the past focused on system security at the office level. With many new remote workers, companies are now dealing with the security challenges of many remote devices and vulnerable networks.
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How to prepare for the future
All those predictions sound scary, as you will have to prepare your organization to enter the post-pandemic business world. So, here are four ways to ease this transition as a recruiter to ensure success for the company and every person who builds it.
A bad hiring experience will do more damage to your company than just giving one candidate a bad impression. It can affect your company’s reputation and jeopardize your ability to hire the hardest-to-find employees. In high-demand industries like banking, energy, and tech recruiting, candidates are more likely to turn down a position if they have a bad hiring experience. It doesn’t stop there. They are more likely to post their experiences on employer review sites and social media, further spreading the word.
Help job seekers get a first-hand look at your company’s culture. Organize social gatherings or networking activities for potential candidates. Offer opportunities for job shadowing or open houses so people can get a feel for what it’s like to work there.
Showcase your company’s culture in the marketplace by sponsoring events or providing community services that reflect your company’s beliefs. Demonstrate your commitment by demonstrating your company’s ideals to others. For example, if your company promotes diversity, consider sponsoring a diversity event.
Manage your reputation
Get a detailed and up-to-date picture of your company’s reputation in the market and monitor it. What are former and current employees saying about working there on social media? What do they say about your company’s culture, especially regarding qualities like training, flexibility, and inclusion that are important to job seekers? Are there significant differences in perceptions between demographic groups such as women and men or older and younger workers? Collaborate with management to examine data and identify solutions to improve favorable perceptions (or combat negative ones).
Focus on incentives
For most job seekers, salary and benefits come first. In turn, candidates are willing to sacrifice part of their compensation for three critical characteristics of workplace culture: opportunities for training and development, inclusion, and personal freedom when and where they work.
Candidates’ willingness to trade income shows that these benefits are not just good to get. They are differentiators or characteristics that distinguish one job offer from another. And in today’s highly competitive job market, simply offering someone a job is not enough. As part of their value proposition, recruiters must be able to quantify and articulate them. Adopt a sales approach to these incentives. Recognize their value to applicants and include them in your offer package.
If you are looking for a successful business, definitely think about the risk. For a successful person and a successful entrepreneur, these factors will give you very important faces. Gather more information 2023 is a new year… Be renewed in your feelings. Don’t let anything slip away carelessly. There is no person as great as you. If you are different, understand the field that suits you and be great.