Laila Al-Lamadani is a human resources leader with many years of experience in helping companies retain their commitment to their employees, streamlined work processes, and optimal communications.

Laila mentions that one of the most interesting things about the HR field is how it is constantly developing and adapting to changes in best practices, policies, employee and leadership expectations, technological advancements, and more.

With Q2 just getting underway, Laila finds that it will be helpful to examine a few of the ongoing trends seen so far this year, to ensure that HR leaders are setting their sights on the most important factors to employees, administrators, and businesses across industries.

Here, Laila Al-Lamadani explores a few of the leading trends of 2023 that are expected to remain at the top of the HR landscape for years to come.

Investments in Improving Employee Retention

Many professionals have already heard of the Great Resignation, an ongoing phenomenon that has amounted to 4.7 million Americans voluntarily quitting their jobs in 2021 and 50.5 million quitting in 2022 for a variety of reasons. This was a shock to the system for many businesses as they looked for qualified professionals to take the place of their previous talents.

Some workforce experts stated that the great resignation is slated to plateau this year. However, there is still the need for companies to adapt to the sustained impact that the great resignation has had thus far.

One of the ways that HR professionals are currently working to deal with the impact of the Great Resignation, as well as the looming recession, is through working to improve retention. How companies are looking to improve their retention largely depends on their own specific situation, with Laila Al-Lamadani finding that HR professionals and leadership have kickstarted various different plans to keep their own top talents.

For example, around two-thirds of US companies are planning to budget for higher pay raises in 2023 in order to keep their most skilled employees on their rosters. Employee development and engagement programs are also seen as effective strategies to help employees feel more connected to their work.

Laila Al-Lamadani speaks to how we can expect HR professionals and administrators to continue focusing on retention through increasing competitive benefits, creating and maintaining positive work environments, and ensuring that they are offering a work experience that rises above their competitors. Now, more than ever, it is important for HR leaders and executives to thoroughly understand the value of showing their most valuable employees that their current organizations are where they should stay for as long as possible.

Sustained Focus on Equity and Inclusion Within the Workplace

In 2022, there were a variety of HR trends in play that were geared towards elevating and facilitating inclusive company cultures. Up to 3 out of 4 job seekers have voiced a distinct preference for working within a more inclusive company. About 67% of job seekers considered workplace inclusivity to be one of the most important factors in considering future employment opportunities, while over 50% also wanted their future places of employment to be actively inclusive.

Laila Al-Lamadani and other HR experts expect that equity and inclusion will remain at the forefront of the conversation for the remainder of 2023 and beyond, as employees continue to prioritize inclusive workplaces.

The benefits of employing a more inclusive workforce have long since been evaluated by HR experts. According to Indeed, some of the most cited benefits are improved employee retention, better opportunities for creative problem-solving, an increase in profits and productivity, and more comprehensive decision-making.
Aside from encouraging and facilitating inclusive, equitable environments simply being the right thing to do, a commitment to these principles clearly improves the health of businesses within any industry, ensuring that this is a trend we can expect to see for the rest of 2023 and beyond.

Prioritization of Workplace Flexibility

The COVID-19 pandemic permanently altered the business development landscape and has ensured that flexible work environments remain near the top of employees’ lists of priorities moving forward. In 2022, 73% of employees at large organizations worked an either hybrid or fully remote schedule, with many not planning to change as long as their workforces remained productive and supportive of their endeavors.

Laila Al-Lamadani notes that the prioritization of workplace flexibility within the past few years has lead HR professionals to invest in maintaining portals for ensuring that all processes continue as smoothly as possible.

Like many of the other HR trends that have defined 2023 so far, the process of adhering to what the workforce expects from employers in the current landscape can vary from business to business. For some, it is realizing that one-size-fits all policies are potentially ineffective. This means that in order to keep productivity, wellness, and retention high, it would be worthwhile to trust employee input when it comes to deciding when, where, and how work gets done.

With workforce flexibility also comes the need for HR professionals to be accessible and responsive to hybrid/remote team members when they need assistance. Through online portals and cloud-based systems, HR managers have all of the tools necessary to connect with employees, facilitate important processes, and keep flexible workplaces functional and streamlined as possible.

Keeping Up with 2023 Trends for Continued Success in HR

HR professionals are more than masters of human resources-related processes — they set the stage for important industry changes and are responsible for making sure that our work environments are positive and supportive spaces.

Laila Al-Lamadani maintains that keeping up with the trends that are currently leading the way in 2023 empowers HR leaders to bring continuous success to their businesses through their workforces. By showing a commitment to equity, inclusion, retention, and keeping flexible work environments as effective as possible, we can ensure that we are adapting to the future of the workforce!