As we emerge from the year that will go down as a ‘stabilisation year’, we look around to find ourselves in a new normal. One where we find ourselves grappling with hybrid work and a technological explosion we can barely keep up with.
While 2022 was less ‘annus horribilis’ (to quote the Queen) than the pandemic years that preceded it – it was nevertheless tumultuous. It ended with high interest rates, and a predicted economic slowdown in 2023.
So, what lies ahead in 2023? We look at some of the most significant trends to watch for in 2023, and how to deal with the rapid changes and capitalise on opportunities.
1. The Hybrid Workforce
No, remote employees aren’t becoming less engaged. However, they are now challenging the idea of what may be “lost” about the in-office experience.
In fact, employees seem to have adapted over time with regard to remote meetings — which are increasingly efficient (shorter), more frequent, and more spontaneous, collaborative. This suggests that remote workers seem to be compensating for losses due to working outside the office and are engaging in behaviours that are more and more similar to office work.
Systems as a whole, are targeting the new workforce. Yet, there is clearly a demand for the deskless worker, a term for the frontline worker – to be the new buzz term, with systems evolving around this. More on this below.
2. Low Engagement, High Turnover
From low employee engagement to high turnover, there is no shortage of challenges that your L&D team faces in 2023. According to Fosway, 95% of business leaders say availability of talent is their greatest challenge.
However, with an effective learning and development strategy, including adding tools that boost engagement (think: gamification and immersive), empowerment, and career development – you can face these challenges with confidence.
3. Performance Enablement
Unlike its older sister, performance management, which has evolved over time, we are now entering an era of performance enablement, according to Josh Bersin.
Simply put, if the process does not improve performance, then why are you doing it? Bersin has called this out as the new watch phrase trend for 2023. And it perhaps sits under the Hybrid Work trend, as organisations try to help employees track and focus their goals with more precision and transparency.
This year, the ratio of open jobs to talent weighed heavily in favour of skilled talent.
Employees are in the drivers’ seat (The Great Resignation) and employers must deliver an employee experience that attracts and retains the best talent.
Performance enablement is a powerful framework for the modern workplace, as it motivates success by giving employees the tools and resources they need to both exceed their potential and accomplish their goals and by extension, the organisation’s goals.
Coaching and feedback are the next pieces of performance enablement. Coaches ask questions that can help lead employees to find solutions and achieve their goals. Effective coaching is focused on future performance more than past performance. And research demonstrates that creating a feedback culture could pay dividends. In feedback-rich cultures, managers are not the sole source of feedback; feedback is enabled from anyone at any time.
With AI technologies, there are new tools to drive performance enablement that integrate with your LMS, such as the Rehearsal platform.
4. The Tech Explosion
The pandemic created a plethora of new tools and systems. In fact, the number of new employee systems in companies went up 42% in the last three years. This is the year for consolidation and focus.
According to global eLearning tech expert Craig Weiss, in his Predictive Insight 2023, key trends emerging from 2022 include:
- People Experience and Development – it’s not about job role anymore, it’s about career paths. And customisation, personalisation and integration are key – making coaching or mentoring cohort-based in some fashion with skill development/skill-building/employee growth – all integrated.
- Skill Pathways – In a sense, this is a ‘choose your own adventure’ style of learning. It’s all about the value of pathways and journeys with ratings and an assigned focus.
- Short Format Video (SFV) – This means a micro video no more than 90 seconds in length, and ideally 30 seconds, which focuses on one key takeaway. That’s it. One takeaway or point. These videos should be engaging, Not to be confused with microlearning, as there may be 20 or more SFVs covering a topic, for example, especially in a 30 second time frame.
- Cohort-Based Learning – An online learning process that includes self-paced courses/content – which is a great way to share new ideas and insights, communicating those ideas with the others without the need to complete the entire self-paced course. You connect. You share knowledge, and provide insight and work together, in some manner even if you are not in the same department or location.
- Learning Ops Systems – Unlike a training management system, or overall operations of your L&D area – these systems focus on L&D vendor, workflow, project management and scheduling.
- Future Proofing – With such a rapidly evolving workforce, needs and technology, if something comes with any system you are investing in, why not take it? It may provide a valuable feature or add-on in the future.
What are the key tools in the L&D war chest?
- Immersive learning tools, such as VR – Creating the ultimate 70:20:10 ‘learning by doing’ solution. Failing fast in a safe environment is key to rapid skills development and retention.
- Games and Gamification – Changing the frame by using games to challenge employees, spark human competitiveness in a fun, collegial way, and truly engage for measurable learning.
- Performance Enablement & Coaching – Mentorship and coaching from anywhere, is critical for a generation of workers who are loyal to their own career goals, while aligning with the goals of the organisation.
- Systems and tools for a global and mobile workforce – The ability to distribute quickly, customised learning through video, accessible in a way that mimics Youtube and social channels will future proof L&D in 2023 and beyond.
5. People Sustainability
This will enter the mainstream. According to a recent PwC study, 45% of CEOs believe people sustainability will be key to growth in the year ahead. DEI, pay equity, well-being and development will be part of an organisation’s ‘human rights’ or sustainability strategy – particularly larger organisations.
In the words of Josh Bersin, “Great companies don’t just “hire people and grow.” They create a platform for steady, enduring, environmentally sound growth. Your people strategy should do the same.
Wise words to wrap up our Trend Watch 2023. If you’d like to discuss your 2023 strategy with our expert team at ITC Learning, we’re happy to help. Contact us here.