As we approach the threshold of a new year, 2024, we find ourselves reflecting on the experiences and lessons learned throughout 2023 while eagerly anticipating what the future holds.
In the realm of employee experience, the past year unfolded as a period marked by disruptions, transformative learning, significant technological advancements, and the emergence of unconventional workplace trends, among other notable developments.
In 2024, it’s your skills that count. It’s a big win for diversity, equity, and inclusion. And widening the talent pool will have big advantages for organizations. With so many skills gaps to close, we expect businesses to focus on the skills they need to bring on and develop now.
What can employees and leaders expect in 2024?
Generative AI will Reshuffle the Way We Work
While AI used to mostly impact physical roles, it is now reshuffling the way people with knowledge jobs work, too. Robotization of routine tasks will free up workers to focus on more valuable and meaningful responsibilities. Moreover, generative AI can automate the creation of documents, reports, and other materials that require a high level of creativity.
AI-assisted decision-making will also help organizations to make more informed choices faster and more accurately. Generative AI tools will have a major effect on the way businesses operate. Organizations that keep up with the latest technologies will be the ones that succeed. Additionally, this will enable them to reduce costs, streamline processes, and gain a competitive edge in the marketplace.
DEI Continues to be a Top Priority
Diversity, Equity, and Inclusion (DEI) is increasingly becoming a key component of workplace strategy. Global sociopolitical movements brought it into the mainstream over the last few years, and as organisations realised its impact on the bottom line, they have responded with an increasingly sophisticated approach – growing from token gestures to involve every aspect of work including education of the workforce on diversity, implementation of equitable hiring, restructuring of compensation and benefits, changes to organisational policies to incentivise inclusiveness, active adjustments of workplace culture, and more.
In today’s environment, the organizations that succeed at addressing the most critical aspects of work — acquiring and retaining critical talent, supporting all employees holistically, and confronting how they ethically collect and use employee data — will be able to differentiate themselves as employers of choice.
Hiring for Skills
In 2024, it’s your skills (not the pedigree of past employers on your resume) that count. And widening the talent pool will bring big advantages to organizations, too. With so many skills gaps to close—especially in areas such as generative AI—we expect businesses to focus on the skills they need to bring on and develop now.
This will help them align with the long-term strategic direction of the organization. That includes bringing in interim hires who can upskill teams—and allowing businesses to try new roles on for size before hiring into them permanently. A new focus on skills doesn’t just reference the technical ones. Both technical and leadership skills will be highlighted in job postings and internal opportunities.
We can expect to see more sideways moves as businesses reassign roles to unleash hidden potential in their ranks. Recruiters will still be looking out for leadership skills, too—so a seemingly short-term focus now doesn’t leave them with skills gaps at the top later.
The Rise of Gen Z in the Workplace
Considering this demographic change will be crucial for companies in 2024 as Gen Z values and expectations regarding work can be different from Millennials, Gen X, or Baby Boomers. While they favor the current digital transformation and working from home, they also want to meet their colleagues in person.
Overall, Gen Z will bring a greater emphasis on collaboration, innovation, and creativity. They will also bring a greater level of diversity, as well as an increased focus on work-life balance and environmental responsibility. Adjusting to Gen Z’s preferences will include shorter working hours, flexible working arrangements, more feedback, and more meaningful work.
Businesses should prioritize upskilling and development to maximize the benefits of AI and preserve the value of their human workforce. Workplace learning needs to be made a deliberate and ongoing process, to help young employees equipped with the data skills needed to build a pipeline of talent in a data-driven world.
To build the future of work, we need capable, talented, and agile leaders who will lead organisations through complex challenges and unforeseen disruptions.
