Resetting the People agenda: scale productivity and foster sustainability in today’s risk landscape
As we look ahead to 2024, the world of work is in full metamorphosis, forever changed by the seismic shifts of the past few years. Societal dynamics are reshaping work structures, technology and AI are advancing at breakneck speed, and we are still navigating the aftermath and recovery of a post-pandemic world.
We wanted to hear how business executives, HR leaders, employees and investors were navigating this evolving landscape. More than 12,200 voices contributed to this year’s Global Talent Trends study and we are excited to share the results with you in early 2024. Want a sneak preview of the findings? Read on!
What is top of mind as we enter 2024?
This is a moment of profound opportunity: to pick up the tools of empathy learned and honed during the pandemic period and carve a new way of partnering that is more resilient, sustainable and attuned to the new shape of work. Relatable organizations are bringing back the joy of work and creating a brighter future for all.
Last year, nearly 11,000 executives, HR leaders and employees told us what’s top of mind. We heard loud and clear that relatable organizations are leading the way in reshaping work, working and the workplace. What are they focused on?
Our research shows that relatable organizations have five things in common:
- They are constantly resetting for relevance
- Figuring out new ways to work in partnership
- Delivering on total well-being outcomes
- Building for employability
- Harnessing collective energy to drive transformative change
According to 2,474 HR leaders around the world, these efforts continue into 2023. They recognize that even in the face of sociopolitical and economic uncertainty, these priorities must remain front and center for organizations and individuals to thrive.
|Organizations are racing to capture the opportunities offered by amplified intelligence (human+machine). We’ll explore the difference in views between business executives and employees on the promise and risks of AI.
|The pandemic changed everything. This year, set your priorities based on what employees really care about and what will truly make a difference.
|Our findings show that a perceived lack of fairness – not just in pay but in opportunity – is a primary driver of employee turnover. Are diversity, equity, and inclusion programs keeping up?
|Financial strain is a key cause of employee burnout. Employers have a responsibility to invest in longevity literacy and combat ageism in the workplace.
|During the pandemic, employees wanted to choose where and when they work. Is flexible working still critical to attracting, retaining, and motivating top talent?
|Reskilling and redeploying are paramount to addressing talent shortages. Building a skills-powered organization becomes even more critical as advances in AI fundamentally change how we work.
|People risk is business risk, and you cannot have sustainable business success without People sustainability. We’ll explore how organizations are boosting both enterprise and individual resilience.
|Burnout continues to be at an all-time high. Health and safety is not just about benefits offerings, but about ensuring better well-being outcomes for all.
|By unhooking people from jobs and redeploying them where their skills are most needed, organizations can increase productivity, better meet demand, and enhance the employee experience.