Top 10 Career Trends Predicted to Dominate in 2023
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Are you planning on switching positions or careers in the new year? If so, read on to discover top career trends in 2023 to pick the suitable jobs for you.
Top 10 Hottest Career Trends In 2023
1. AI will throw up career opportunities
In a pleasant change, what’s promised in 2023 flips the script. Instead of sentient robots coming to take your job, artificial intelligence is starting to create and even help you evolve your career.
First of all, industries across the globe have been using AI to help them scale up comfortably and efficiently. It’s no surprise that AI and data analytics are easy bedfellows, but you’d be surprised how many other opportunities this has created in tech.
These can include web development and even UX design: in fact, UX writing for chatbots has become such a growth market you can even take a course specializing in it to become a highly employable UX writer in 2023.
More than that though, companies are also using AI to help employees develop their own careers. Pharma giant Sanofi, for example, has been using the program iMatch to help workers in its R&D department see what potential new roles in the company they might like, based on their skills.
The AI tool also helps show which skills still might be needed for certain roles, so that employees can direct their professional development. Given that internal promotion and movement is also a trend you’ll be seeing more and more of, expect genuinely helpful tools like iMatch to grow.
2. Hybrid and remote working
|A man attends a virtual meeting while sitting on the street of Budapest, Hungary, May 2022. Photo: Andrea Piacquadio|
If you’ve heard it once, you’ve heard it a thousand times by now. Covid-19 changed basically everything.
One of the most obvious changes has been how, and where, people work.
There has been a lot of pushback about returning to the office, and rightfully so. There are plenty of pros and cons to working at home vs. returning to the office.
The top 10 Fortune 500 companies have come to a compromise. Positions that did not go remote during the pandemic will, of course, remain on site. Those who went remote during the lockdown are now being asked to adhere to a hybrid schedule, returning to the office at least 3 days per week.
Regardless of what leaders are wanting, you still have a say in the matter. If your company is fighting for a full return to the office and you don’t want that, communicate your concerns.
Keep in mind, though, that there is no legally defensible excuse to refuse to return to the office due to personal misgivings regarding Covid.
That being said, a good company will listen and take your opinions into consideration before moving to disciplinary action. Termination should be the last resort.
|Employees enjoy flexibility in the workplace and aren't willing to let go of it. In McKinsey’s American Opportunity Survey, a whopping 58% of employed respondents say they work at least part of the time remotely. In addition, 87% of employees offered at least some flexible work options take advantage of the opportunity and spend an average of three days a week working remotely. Another concept gaining momentum is the four-day workweek. A recent study of more than two dozen companies that tested a four-day week reported increased sales, lower burnout and improved absenteeism.|
3. Empowering staff
|Photo efront learning|
Managers are increasingly opting for a leadership style that empowers employees. Rather than just delegating tasks, they encourage their teams to be more independent in the workplace.
How to empower staff:
1. Mentor Employees Through Their Mistakes
With this type of leadership style, managers have to expect that mistakes will be made. We have to empower employees to own their mistakes and guide them to design a resolution strategy. Mentoring our employees through their mistakes will give them space to grow, and will help to create a culture of growth and resilience. - Ali Novitsky, Life Coaching for Women Physicians
2. Take A Tasks- And Objective-Based Approach
A tasks- and objective-based approach usually is more effective in creating an empowering and independent work environment. Managers can delineate achievable tasks to their team members and evaluate individual performance based on the key performance indicators outlined at the beginning of the tasks. Rewarding successful team members can help create confidence in your team. - Syed Gilani, Safr Technologies Inc.
3. Listen To Your Employees
Governance pertains to the way businesses do business. The same altruistic wind that is driving new consumer behavior and corporate decision making is driving employees to demand change from the inside. Business leaders need to listen and take action to empower their employees. Some have gone so far as to have employee representation on the board itself. - Richard Steel, Parsec Ventures.
READ MORE: What Is Unemployment Benefits: Who Pays, Rates, How It Works
4. Employee Experience is an increasing priority
According to Deloitte, research shows that enterprises with a top-quartile employee experienceachieve twice the innovation, double the customer satisfaction, and 25 percent higher profits than organizations with a bottom-quartile employee experience.
In other words, success in business means not just providing top-notch customer support, but top notch employeesupport.
|What Does the Employee Experience Mean for Leaders? |
The employee experience, according to SHRM, means that leaders should treat their employees as customers, seeking employee satisfaction as equally as customer satisfaction. Also, managers should give employees ownership of their jobs, and enable them to be the best that they can be – often with the help of advanced technology tools.
According to SHRM expert Jacob Morgan, some other manifestations of the employee experience are:
It’s not only the feeling one gets in the environment, but the leadership style, the sense of purpose employees feel (particularly important for employees in NGOs and social enterprises), the organizational structure, and how one connects to the people who make up the organization that make up the ‘experience’.
The organization’s technological environment refers to the tools employees use to get work done, from the internal social network to the mobile devices the company gives employees.
An organization’s workspace is vital to employees because an office environment is where they spend most of their time – pre-pandemic. Its comfort and security assure that your employees will be productive.
Google even goes so far as to offer everything from laundry facilities to places for naps and creatively executed common areas. They also give free breakfast, lunch, and dinner; health and dental benefits; and hybrid car subsidies to keep their employees happy. Google highly prizes the employee experience, showing in its workers’ productivity and the company’s low turnover rate.
Happy employees are more productive and engaged. Temkin Group’s 2016 Employment Engagement Benchmark study shows that companies that excel at customer experience have 1.5 times as many engaged employees than companies with less-than-stellar customer service, proving that employee experience and customer experience are intrinsically linked.
5. Skills over roles
A study performed over 100 years ago by Harvard University, the Carnegie Foundation, and Stanford University is still relevant today.
You read that right, 100 years ago.
The study concluded that 85% of job success comes from having well-developed soft skills.
A more recent study from 3 years ago, now indicates 93% of employers want you to have the soft skills necessary to thrive.
READ MORE: Top 10 Weirdest & Rarest Jobs in the World Of All Time
|A list of the top 10 soft skills: |
4. Critical Thinking
5. Emotional Intelligence
9. Time Management
10. Curiosity/Continual Learning
6. Multigenerational workforces becoming the norm
Multiple generations comprise today’s workforce, and each has varied work habits, expectations, and communication styles. Employers who implement strategies that optimize a multigenerational workforce can bolster their business goals.
A multigenerational workforce is a personnel comprised of people from several generations. The average lifespan for humans has been increasing, so more individuals are choosing to work well past the typical retirement age.
The age diversity in the current workforce is the widest ever. It is now common for organizations to have employees working side-by-side who represent four to five generations.
|These groups are defined as: |
Silent Generation (Traditionalists) – born 1928-1945
Baby Boomers – born 1946-1964
Generation X – born 1965-1980
Generation Y (Millennials) – born 1981-1996
Generation Z – born 1997-2012
The presence of multiple generations expands the pool of available talent and shifts its demographics. Still, many employers have not placed a significant focus on taking advantage of this.
7. Workers continue to have leverage
According to Glassdoor and Indeed’s Hiring and Workplace Trends report, 2023 will continue to see a tight labor market with employers vying for top talent. That means workers will still have the upper hand when it comes to demanding higher pay, better benefits, remote work options and other perks. That may also be good news for those graduating college in 2023. In a recent survey from the National Association of Colleges and Employers (NACE), respondents plan to hire 14.7% more 2023 graduates compared to the number of graduates hired the previous year. And nearly half of employers surveyed believe that the class of 2023 is entering a very good to excellent job market.
8. Pay Transparency
“We’ve begun to see the impact of pay transparency in the workplace this year, with New York City and Colorado already enacting laws requiring employers state salary ranges in job descriptions,” Robert Boersma, VP of operations at Talent.com said.
“California will be the next to put pay transparency into legislation, with a similar law coming into effect on Jan. 1, 2023.”
9. Mental Health and Wellness
“Employee mental health and wellness will be a priority within workplaces due to upcoming economic uncertainties,” Boersma said. “Many employees are concerned about their employment status due to recent coverage around layoffs and looming recession.
The World Health Organization (WHO) estimates that depression and anxiety cost the global economy $1 trillion per year in lost productivity. But WHO also found that for every $1 spent on treating common mental health concerns, there is a return of $4 in improved health and productivity.
The potential benefits of supporting employee mental health include:
- Increased productivity: Research shows that nearly 86 percent of employees treated for depression report improved work performance. And in some studies, treatment of depression has been shown to reduce absenteeism and presenteeism by 40 to 60 percent.
- Increased retention: In a 2019 survey of more than 1,500 employees nationwide, more than a third of the respondents said they had left a job due at least in part to mental health. Of these, 59 percent said mental health was the primary reason.
- Decreased health care and disability costs: According to the National Alliance on Mental Illness, rates of cardiovascular and metabolic diseases are twice as high in adults with serious mental illness.
10. The ‘career lattice’
Employees will now climb a ‘career lattice’ instead of the traditional career ladder. By taking non-traditional career paths, employees will be able to develop interdisciplinary skills, which they can use as a selling point.
“Stepping sideways, changing industries and taking secondments into unexpected roles will become the norm,” Rennie said.
Working flexibly, paying attention to remuneration or gradually empowering employees are among the working trends predicted to dominate in 2023.
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