From surveys to board meetings, organizational and workforce industry experts have pooled their resources and opinions to identify the top 2016 workplace trends. Subjects span from novel recruiting practices to innovative benefit strategies with more crucial employment aspects in the middle. Visit National PEO’s online Help Center to request information about any of our services that address the following issues and other related business needs.
Economic improvements, aggressive recruiting, and Internet resources like LinkedIn and Glassdoor are modifying employer/employee relationships. Gifted candidates claim greater advantage today. Hiding your team’s true culture from job applicants has become almost impossible. For sustainable business success, progressive firms recognize that hiring appropriate workers displaying suitable skills at the proper times and places is vital. Top executives will increase their direct involvement in this year’s talent management methods by engaging staffers for achievement.
Many firms are recruiting and researching potential employees on social networking sites like LinkedIn and Facebook. Being aware of legal risks and consequences of utilizing social media for employment concerns and decisions will be essential.
More companies are realizing that diversifying their workforces is important, so they will concentrate on recruiting team members who value that practice. To create diversified crews, organization strategies might range from assessing job contenders’ dissimilar characteristics to rewarding employees who collaborate well among disparate groups during performance reviews.
If more staffers operate remotely, you may need to prioritize helping them manage their workloads and themselves. Another key concern could be determining how to sustain high productivity levels and personnel engagement with multiple teams operating at different locations.
Numerous researchers are finding that employee engagement provides various benefits including higher chances of personnel exceeding management’s expectations, driving internal innovations, and helping colleagues. So companies will develop new and better ways to boost staffer interest and commitment.
Forward-thinking firms invest in younger generations, their future leaders. As baby boomers leave the workforce, millennial and generation X employees hold the majority of jobs. Many less experienced staffers will start buying Cytotec online. Succession planning, training programs, and administrative development that solve skill shortages will be central 2016 themes. Investing more in middle management positions can help new supervisors excel at hiring, guiding, and motivating their teams properly.
Annual and semiannual worker performance reviews are dwindling as standard practices. Many enterprises are progressing to ongoing manager/employee conversations that encourage occupational development. In 2016, more organizations will move away from scheduled review and ranking methods to focus on continual improvement that fosters individual growth better.
Dependence on automation and technology is rising. Therefore, your company may need to change how employees at various levels perform their jobs. Consider these questions. Will your industry’s future require different skills? How might that affect your recruiting and training approaches?
Staffer self-service, intelligent scheduling, and mobile technologies will empower workers as they unburden managers. Special tools will help employees assume greater scheduling ownership, and smart technologies will enhance impartial recruiting support. As companies implement solutions to balance out productivity, fairness, and compliance, government scrutiny of personnel management innovations is likely to increase.
Government regulations affecting workers’ rights including minimum wage, overtime, paid time off, scheduling fairness, health care, and family leave will put extra compliance pressure on companies. Various technologies and tools will help all organization sizes juggle numerous city, state, and national regulations while ensuring that they treat employees fairly according to applicable laws and produce compliance reports that avoid penalties and fines.
Since studies correlate healthy employees with higher productivity, firms will fixate more on providing the right incentives and benefits to inspire positive staff behaviors. Improving physical and mental health at work and home will help businesses.
A talent-first tactic could lead to rethinking and retooling your benefit approaches for competitive advantages in the race for top contenders. Use perks to entice and retain a diverse, multigenerational labor force with unique benefits targeting different life stages. Younger staffers will appreciate educational loan repayment plans. Unrestricted paid time off will please hourly personnel. Anyone raising young families will welcome expanded parental leaves and childcare support. Medical coverage that helps middle-aged workers care for their aging parents will ease financial burdens. Everyone can gain from retirement assistance.Back to blog list