Adapt in 2022

***2023 UPDATE: Check 4 Changes in the Workplace Dynamics That Leaders Will Need to Adapt to in 2023***

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“The Great Resignation is happening in full force as millions of workers quit their jobs every month. More than ever, employers need to understand how they can meet employees’ expectations for what they want in a job—especially in an increasingly hybrid world,” says Mark C. Perna.

“Demand is high, and supply is low for skilled professionals in Canada. That is what makes employee engagement so significant. The business case is clear. Given that payroll is an employee-facing role with the potential to support employee engagement, it is an important topic to understand,” according to Dialogue Magazine. So what can employers do to increase engagement and adapt to this new era?

According to Juliette Meunier, these are the five ways employers will need to adapt in 2022: 


  1. Rethinking Traditional Work Structures

    According to the 2021 EY Work Reimagined Employer Survey, 96% of employees want flexibility in where and when they work, while 90% of employers agree on the need to provide future flexibility in where/when employees work.

  2. Digitally Empowering and Supporting the Workforce

    Over the past two years, we learned how technology can play an increased role in how we work. That trend will continue into 2022 as employers strive to use technology to put the employee experience at the center of their efforts. Intelligent technology will be adopted at an accelerated rate and will be essential to effective and efficient working methods.

  3. Skills and Outcomes will Supersede Roles and Job Functions

    There will be a notable shift in workforce planning in 2022, with companies doubling down on hiring for the right capabilities and outcomes rather than filling jobs and roles. Employers will become more purposeful about getting the best talent at the right cost and risk levels.

  4. Rethinking Leadership

    Leaders must prioritize two critical skills that can be lost in our virtual world: empathy and being present. Case in point: According to the 2021 EY Empathy in Business Survey, 89% of respondents agreed that empathy leads to better leadership and that it also creates more loyalty among employees.

  5. Attracting and Retaining a Diverse Workforce

    According to the 2021 EY Gen Z Segmentation Study , almost two-thirds (63%) of Gen-Z feel it is extremely important to work for an employer that shares their values, and they collectively shift toward activism when it comes to issues that matter to them.

Are you already implementing any of these five strategies? Let us know in the comments section below. 


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