Our time to take control
The future of work in 2023
There’s only one thing certain about the future of work: unpredictability. But amidst economic upheaval, businesses that get comfortable with ambiguity can still get ahead. Looking back at our 2022 Future of work trends, we made a host of predictions on how the year would pan out. And while many remain relevant today, it’s time to shift from forecasting the future to taking action on what’s happening now. Here’s our take on three ways organizations can face the unexpected – and thrive.
What’s driving your workforce in 2023?
You know what you want and expect from your people. But do you know what they want and need from you? As recession looms, and the future of work looks increasingly unpredictable, simply going with the flow won’t be the way to succeed in 2023.
It’s time to stay intentional:
about steadying the ship in recession; about plans for succession; and about protecting your culture – to survive and thrive, this year and beyond. We spoke to 1,00 professionals from 25 industries across Kenya, Uganda, Tanzania and Rwanda to understand the organizational issues keeping them up at night. Then we asked our experts to comment too. Here’s what we heard and our take on the three things leaders should do now to get set for the future of work.
Fix short-term thinking with a long-term outlook
Skyrocketing inflation is changing the way people think about the future of work. Our study showed that almost half (44%) of us now think about our careers in terms of months, not years. And many employees (82%) say they’d leave their job for one that offered a higher salary or better benefits. Employees are voting with their feet. We know constantly increasing wages isn’t a sustainable solution. So, what can leaders do to hold on to top talent?
Focusing on professional development is a good place to start.
It shows you’re investing in your people and putting them on a clear career path. It also empowers your teams to own their own progression – giving them control in an uncertain time. If you have support to offer, or tough calls to make next year, be transparent about them. To build trust and togetherness in your teams, honesty is still the best policy, especially as 33% of employees say they do not trust their CEO and 31% do not trust their line manager.
And, wherever you can, reiterate your purpose.
Feeling like we belong and being part of a team we believe in goes a long way to holding on to top talent, too. Now’s the time to think holistically about well-being. Money does matter, but even in a cost-of-living crisis, it isn’t everything. Remember, care isn’t one-way. When you look after your people, they’ll be more motivated to look after – and stay in – your business, too.