Adecco Group, a multinational personnel selection agency, has presented a study on what the labor market trends for the 2023.
The growing shortage of talents, the ever-increasing importance of sustainability, the new leadership skills will lead people and companies to be increasingly flexible, proactive and results-oriented.
New market trends according to Adecco
Adecco's study showed seven new trends for the labor market:
- New skills for the worker to address the talent shortage
Covid and the digital and green transition have accentuated the phenomenon of skill shortage in companies.
In order to protect themselves from the unexpected, companies must necessarily equip themselves with proper management of their talents, to anticipate future skills and implement workforce upskilling and re-skilling actions. They must help the worker update and train in the new skills useful for business continuity.
- New skills also for leaders to avoid the phenomenon of the white strike (quiet quitting)
Not only the workers but also the manager of all levels must update your leadership skills to grow the company. Therefore, they too need to be updated in skills. The manager must be able to re-establish a connection between colleagues and the corporate culture. Many brands from different sectors have recently introduced the mass coaching across many levels of the company, to help managers develop communication skills, manage conflict, think strategically, maintain customer focus, and promote diversity and inclusion.
This trend is set to grow in 2023 and will be key to maximizing the contribution of internal talent and reducing turnover.
- The power of internal mobility
To counter the flight of their talents, the companies they must be able to ensure and develop a culture based on growth. In this way they will have the ability to retain talent in the company. In The Adecco Group's latest report “Global Workforce of the Future”, it emerged that career growth is the third most common reason for professionals to change jobs, preceded only by pay and work-life balance.
In 2023, HR executives will need to deliver a new value proposition for employees. One solution may be internal development and mobility.
- The Rise of the Human Resources Directors (CHROs)
Il Human Resources Director (CHRO, acronym for Chief Human Resources Officer) will have a role increasingly determinant in company records. The role of the CHRO, which has grown in importance since 2020, with its skills reflects the qualities of an excellent CEO and should not be considered exclusively as an interlocutor to be consulted, but rather the driving force of strategic plans.
- Sustainable employment
La sustainability has a strong impact on employment strategies, especially in this complicated period.
The attractiveness of talent, the physical, mental and financial well-being of workers and their long-term employability must no longer be disconnected from a company's ability to create long-term value, sustainable performance and resilience. Employers face stiff competition for talent in a market that has become highly transparent. Investing in the circularity of the workforce will therefore become a must in 2023. It will be necessary for companies adopt sustainable employment practices and not just offering an excellent acquisition process, high-level company canteens or a complete training offer.
- Change labor market policies to protect workers
Improving the reach and quality of employment agencies which should be a means to achieve employment. The new Minister of Labour, Marina Calderone, underlined the need to involve the private employment agencies to aim for "active inclusion". We need to work, however, at the regulatory level.
In 2023, therefore, a greater focus on efficient implementation of labor market policies can be expected in order to protect all different occupations.
- The new Web 3.0 technologies, DAO and Metaverse
Il Metaverse and decentralized autonomous organizations (DAO) will have a significant impact in 2023.
From the studio “Global Workforce of the Future” it emerged that almost half (46%) of Gen Z workers believe that the Metaverse will become an integral part of their work in the future. DAOs, which further enhance an individual's power to choose when, where and for whom to work, also raise questions about accountability and how the emerging trend of Web 3.0 (or decentralized web) should be managed. An area that business leaders need to keep up-to-date and informed about.
The growth and future adoption of the Metaverse leads to revise thesmart working experience. The pandemic has accelerated the adoption of remote and hybrid working, but many want a more interactive and cohesive remote working experience. With the Metaverse, this desire for relationship and interaction could be fulfilled by removing barriers and improving corporate culture and engagement.
Like DAOs, the Metaverse also opens the door to new ways of working and new ways of managing leadership development and coaching.
