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News - 05.12.2022

Posted by adam.mcelligott

News - 05.12.2022

4 Major HR Trends to Expect in 2023


Over the past three years HR teams have seen a huge change to what was considered the norm in the workplace. With the sudden shift to remote working in 2020 due to the pandemic and the never-ending threat of recession looming, HR teams have been challenged like never before. But what are the HR trends we can expect to see in 2023? With the new year fast approaching there’s no better time than now to examine what lies ahead in the coming months.


  1. Employee visibility in hybrid settings

Hybrid working has many advantages such as improved work-life balance and more efficient use of time. However, it can pose several challenges when it comes to measuring performance, as more traditional approaches can rely on the assumption that work is better conducted in person during regular working hours. It’s important here that HR professionals avoid proximity bias, which is the unconscious tendency to favour employees you often see in the office over remote workers or those in different countries.

The simplest way to ensure employee visibility for those who are working hybrid or remote is to have regular check-ins with your team members using online technology. During these frequent check-ins, ask your team members what challenges they are facing and brainstorm ways to overcome them.


  1. Diversity, equity, and inclusion

It is more important than ever for employers to create meaningful change, particularly with marginalised groups or those who are underrepresented within the workplace. This ensures that your people feel heard and can contribute to the workplace in a meaningful and positive way. Therefore, to ensure you address diversity, equity and inclusion in ways that can enhance workplace culture ask the following questions:

  • Have your female employees received the same amount of feedback and check-ins as their male colleagues?
  • Is there the same level of ambition in development goals across peers from differing diverse groups?
  • Are you transparent and fair when it comes to pay?
  • Are you allowing employees to voice their opinion and feel heard without fear of consequence?
  • Do we have a greater value on certain behaviours in our organisation and are we clear how they translate into everyday performance, with clear measures, so that we avoid the subjectivity gap?


  1. Tackling quiet quitting

With the term quiet quitting becoming viral in the summer of 2022, it’s clear that many people can relate to the notion of simply doing the bare minimum and no more in the workplace. Whether we like it or not, quiet quitting is here to stay. But how can HR tackle quiet quitting in the new year to ensure their employees feel engaged at work? To start, this can involve clear communication that includes regular reviews, check-ins, and feedback. Trust is built and nurtured between managers and employees when there is frequent conversations and feedback that highlights where progress can be made and promptly addresses any issues that may arise.

The relationship between managers and employees is the most pivotal one when addressing the issue of quiet quitting. It’s important to remind your management team that putting time aside to build trust and understanding with their team members should be a priority for all involved.


  1. Employee wellbeing

According to a survey of HR leaders by Gartner, 47% cite employee experience as one of their top priorities for 2023. Employees are looking for companies to provide more flexible hours and benefits that fit their lifestyles; organisations that align with their values; and companies that take more of a holistic approach to mental and physical wellbeing.

Emotionally distant management should be a thing of the past. Employees want managers who are empathetic. This will make them feel more comfortable to address any issues they might be having at work, and it will ensure employees feel supported. In order to meet this requirement HR must make sure that their management team receives adequate support and training that is needed to help improve their interpersonal skills.


Are you looking to transform how you manage performance in 2023? If so, book a meeting with one of our performance management experts here.



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