Employers have finally adjusted to the changes that came with the dawn of a new year and are starting to look ahead at what the next 11 months of 2019 will bring. This new year has already brought about a number of changes and there are certainly even more to come. For one, changes in the economy, shifts in the lifestyles of the working class and rapidly advancing technologies has brought a number of new trends into the workplace. While change is constant and inevitable, it’s important for employers to keep up with changes in trends as much as possible to stay relevant, competitive and even compliant.
Here are seven workplace trends employers should look for in 2019:
1. Generation Z will become a strong portion of the workforce.
The oldest members of Generation Z are in their early 20’s and many have already entered the workforce, opting to delay college or take a more part-time approach to higher learning. Those that did opt for 4-year college programs are beginning to graduate this year and will be entering the workforce in large numbers. Generation Z is expected to make up 36% of the global workforce by 2020 and their communication styles and workplace expectations greatly differ than those of older generations. Employers will want to start adapting to meet some of the unique qualities of Gen Z workers soon in order to take advantage of the influx of eager and hardworking young workers soon to be entering the workforce.
2. Diversity and inclusion are of the utmost importance.
There is so much to be said about implementing better diversity and inclusion (D&I) practices. Not only is a lot of the recent labor legislation increasingly focusing on improving diversity and inclusion in the workplace, but businesses are finding that bringing more D&I into their company fosters more creativity and innovation from their employees, reduces turnover rates and improves overall employee engagement.
3. Employees are staying longer and retiring later.
Another interesting trend that employers have started to notice is that their employees are staying at their job long past the traditional “retirement” age. There are a few factors that affect this new trend. Many workers are finding that they’re not financially ready to retire or that they’re in such good health that they want to have a few more years of work before embarking on their retirement. Employers should review their offerings of pensions, benefits and physical or schedule accommodations as their older and more senior employees stick around a little longer and should ensure they don’t participate in age bias or discrimination by suggesting or incentivizing older employers to retire sooner than later.
4. Workforce retraining is gaining popularity.
As automation and machine technology replaces more “human jobs,” some employees are left unemployed with skills that are now deemed obsolete. And though there are plenty of open positions, these workers are struggling to find positions that will fit them. Employers have now been tasked with finding solutions to answer to this growing “skills gap” that has developed in the wake of automation. Currently, 64% of leaders and 82% of executives across the United States believe that corporations and private businesses can help close the skills gap through retraining and “reskilling” newly recruited workers.
5. Augmented and virtual learning are leading the way in training and development.
In-person training is a thing of the past. More employers are turning to virtual training courses and augmented reality for training and development in the workplace. This type of training is much more flexible and cost-effective and has proved beneficial for both the organizations who use it and the employees using it to learn.
6. Data is everything.
Data runs the world these days. Consumer data is routinely used in business strategies, and now companies are starting to gather more employee data for similar purposes. Employee data can be useful in creating strategies for recruitment, retention, performance management and training. As technology and social media become more prevalent in the workplace, employers have a greater ability to collect and evaluate employee data. However, it is important for employers to educate and inform their employees regarding data collection and use, just as they would and should do with customers.
7. Employee performance measurements are changing and evolving.
Some type of formal performance measurement record is required to measure and monitor employees and stay compliant with employment laws, as employee records are often used in an employer’s defense in wrongful termination claims and other Equal Employment Opportunity Commission (EEOC) cases. However, the annual employee performance review model is being dumped by employers in favor of a more continuous in-the-moment feedback approach. This may also soon affect the promotion process, with employers favoring more gradual advancement structures with corresponding salary raises over the rigidly structured timeline-based salary raises and hard-to-reach advancement goals that were previously more common.
Emplicity understands that HR Outsourcing should be simple and meaningful. As a Professional Employer Organization (PEO), we strive to be a great partner in supporting your business. If you would like to request more information on how we can assist your needs, please reach out to us at 877-476-2339. We are located in California – Orange County, Los Angeles, and the greater Sacramento and San Francisco area.
NOTICE: Emplicity provides HR advice and recommendations. Information provided by Emplicity is not intended as a substitute for employment law counsel. At no time will Emplicity have the authority or right to make decisions on behalf of their clients. Emplicity provides HR advice and recommendations. Information provided by Emplicity is not intended as a substitute for employment law counsel. At no time will Emplicity have the authority or right to make decisions on behalf of their clients.