As organizations navigate the dynamic landscape of the modern workplace, Human Resources (HR) leaders are faced with unprecedented challenges and opportunities. In 2024, HR leaders are prioritizing key areas to address the evolving needs of their workforce and these are elements you should consider implementing in your business as well! Based on Gartner's 2024 HR Priorities Survey, we'll share the top three trends that are shaping the HR landscape in 2024.
1. Leader and Manager Development
HR leaders are grappling with overwhelmed managers and leaders who lack the necessary skills for navigating the complexities of the modern workplace. According to Gartner, 75% of HR leaders state that their managers are overwhelmed by the growth of their job responsibilities, while 73% confirm that their organization's leaders and managers aren't equipped to lead change.
How can your organization evolve leader and manager positions to alleviate stressors and prepare your team for change? Traditional manager development programs alone are not sufficient. The best organizations are taking four critical actions:
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Reset role expectations: Empower managers by redefining role expectations, focusing on tasks where their unique skills shine, fostering impactful leadership..
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Rebuild the manager pipeline: Encourage aspiring managers to self-discover by exposing them to early role challenges and normalizing opting out if management isn't the right fit, creating a more engaged pipeline.
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Rewire manager habits: Equip managers with tools for cultivating strong people management habits through intentional cues, maintainable routines, and focused reflection, fostering a culture of effective leadership.
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Remove process hurdles: Enable HR leaders to eliminate low-value rules burdening managers and employees, streamlining processes for enhanced productivity and an agile organizational culture.
Through focusing on these four actions, organizations can make the manager's job more manageable and enhance their effectiveness.
2. Organizational Culture
The hybrid work model has compromised employee connection to organizational culture. With fewer in-person interactions and less time in offices, HR leaders face the challenge of maintaining a strong organizational culture.
To overcome the challenges, HR leaders should prioritize connection by intention through:
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Enabling employees to engage with the culture wherever they work: connect through other means, such as emotional connections, and meet employees where they are at.
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Equip teams to create vibrant and healthy microcultures: create vibrant relationships with smaller groups. If your team has a Marketing team that meets frequently and has a healthy internal culture, consider inviting in members of other teams to join in and foster connection.
By focusing on these elements, organizations can strengthen their culture, driving employee engagement, productivity, and a sense of belonging.
3. Career Management and Internal Mobility
A staggering 89% of HR leaders believe that career paths within their organizations are unclear for many employees, while 66% agree that existing career paths are not compelling. Traditional career maps are proving ineffective in the face of rapidly changing business needs and employee expectations. With the labor market becoming increasingly competitive and turnover rates soaring, HR leaders are grappling with the need to support employee career growth amidst uncertainty.
To address these challenges, organizations must transition from static career pathing to adaptive career design. An adaptive approach could involve:
- Stop Traditional Career Pathing:
- • Abandon fixed destination career paths.
- • Embrace agile career pathing that aligns with changing business needs, employee goals, interests, and skills.
- Build Roles Based on Experiences:
- • Create roles that enable employees to diversify their expertise.
- • Encourage a fluid career experience that aligns with employee aspirations.
Adopting adaptive career paths is crucial for organizations to navigate the complexities of the modern workforce, foster employee growth, and retain top talent in a highly competitive environment.
Adopting these trends isn't just a consideration; it's a strategic imperative. Organizations that prioritize leadership evolution, nurture a strong organizational culture, and embrace adaptive career paths will not only weather the challenges of 2024 but will emerge stronger, more resilient, and better equipped to navigate the evolving world of work.
Interested in outsourcing your HR needs and elevating your organization in 2024? Reach out to our experts at Wendy Ellen Inc. to assist with all your organization's HR practices.
