Effective managers focus on the present while keeping an eye on the future. Organizations cite employee retention and recruitment as their biggest challenges for the end of 2017. With that in mind, HR trends for 2018 will likely shape around these needs to tackle current widespread concerns.
Also, there is some interesting new tech that still might be too ‘on the fringes’ for most organizations to considering adopting yet, but that have interesting implications for the future. These things include virtual reality and augmented reality, artificial intelligence, and more. We’re keeping an eye on these, but until we consider them within reach for most organizations, we’ve decided to leave them out of our analysis for what HR trends for 2018 will bring.
The HR trends for 2018 will focus on the employee experience.
No one has a crystal ball that can look into the future with 100% certainty, but we’ve made a few of our best guesses. With employees excepting a more “consumer-like” experience at their jobs, we think that for 2018, HR departments will turn their focus to serving their employees as much as their customers.
Here are some HR trends for 2018 that we foresee shaping up by the end of this year.
1) Chuck performance reviews for on-the-go feedback.
It’s a very rare individual that actually relishes the annual performance review. For most employees, it is stressful and often frustrating. At the heart of it, no employee wants to hear critiques of work from months ago, especially when it’s tied to compensation. More and more, we’ll see organizations dropping (or at least supplementing) traditional annual reviews with freer, immediate feedback. Millennials, in particular, were raised on the instant gratification of social media. They want their workplaces to be the same – instant feedback. It can help increase motivation, productivity, and company loyalty.
To learn more about the benefits of feedback and how to start down the path of instant feedback, check out our blog post:
Instant feedback will be easier than ever for organizations that choose to adopt performance management software like emplo. With emplo, it’s quick and easy to share feedback with employees while creating a record of improvement to reference throughout the year.
2) Robotic automation will carry some of the workload.
Every HR manager has probably had that moment where you dread to post a job listing because you know what comes next – a deluge of resumes. While resume-sorting tools have been around for a while, automation will begin to find its way into other areas of human resources (HR) management. Now there are tools coming out that can help automate other area from absence approvals to expense reports to payroll. By allowing robotic automation to free up time on mundane, repetitive tasks, managers can focus on the stuff that really matters – employee retention and development.
3) Data analysis to increase employee retention.
Big data is here. Many organizations already use big data to predict customer actions and to target those patterns. HR trends for 2018 will see a raise in data used to retain employees as well. In the U.S., the unemployment rate has dropped to 4.6%, which means that employees are now considering their options with other organizations. Sorting through data intersections of past employees that have left and pinpointing commonalities (Did they all have the same manager? Where they in the same department?), can help predict which employees are most likely to leave next. This gives organizations the opportunities to intervene and improve working conditions to retain key employees. The next few points also speak to ways to increase employee retention.
The #HR trends for 2018 will focus on the #EmployeeExperience. Click To Tweet
4) Tailored talent management approaches for each individual.
Employees are individuals with their own talents and career dreams. Millennials and Gen Zs in particular are interested in career growth and mobility within an organization. A study by Cisco, found that offering career mobility increases employee engagement by 49%, improves employee productivity by 39%, and improves employee teamwork by 39%. Offering opportunities for advancement and growth will keep employees engaged and with the organization for longer periods of time.
5) Continued online learning opportunities.
A study conducted by Udemy found that nearly half of full-time employees are bored at work. As a result, 61% of those employees are likely to change jobs within the next six months to pursue more rewarding opportunities. Organizations can take advantage of a vast array of online continued learning opportunities. From massive open online courses like Udemy or Coursera to virtual reality programs, there is a wide range of choices for employees to further their training, continue learning, and advance within the organization. While online universities are not new, we think that HR trends for 2018 will see a greater shift in this direction to sharpen employees skills and add new talents.
This step should fold into the one above it in creating tailored talent management approaches for each employee. Some employees will require different courses than others depending on their strengths and career aspirations. Keep in mind that the biggest gains to be made will be with moderate employees that can be shaped into superstars. So don’t just focus all of your efforts in this arena on your top talent.
#CareerMobility increases #EmployeeEngagement by 49%, improves #EmployeeProductivity by 39%. #HR Click To Tweet
6) Flexible work hours and work from anywhere policies.
Millennials are the computer generation. They have a hard time seeing the benefit of sitting in a cubicle when they could do the same work from home, a coffee shop, or Aruba. For organizations looking to attract and retrain top talent, it might be worthwhile testing offer flexible hours or work from anywhere policies. For employees that truly could work from anywhere, giving them the option to do so, shows that you respect their time and work/life balance. Employees that can work from home will be less likely to stray in exchange for stuffy required office hours at another company.
Not to mention, in addition to increased retention, these policies can also widen talent pools to people that might not be able to work a traditional job like stay-at-home moms, military spouses, retired professionals, and employees overseas. Studies have shown that employees that work from home are more productive.
Did we miss something? Let us know in the comments what HR trends for 2018 you predict!