Dusting off the Crystal Ball: What to Expect in the Evolving World of Work

We began this year by acknowledging that the box 2022 is indeed Pandora’s- swirling with mixed emotions and tentative expectations. To try and predict the future is risky, even irresponsible, yet I  believe we have reasons to be optimistic- especially in the world of work. So, together I want to look through the crystal ball at the future of work in 2022. 

Trend 1: Salary transparency

Conversations surrounding salary transparency have led both employees and employers to take an in-depth look at how we approach pay. A core element of employee retention often can be linked to a successful hiring process- openness and honesty play a significant part in this procedure. 

Currently, only 10% of corporates are open to disclosing wage information. That said,  several states have taken the lead in transparency about pay. For example, effective April 15, 2022, the state of New York will legally require companies to disclose their salaries to their applicants. In addition, Colorado has the Equal Pay for Equal Work Act which has generated quite a bit of buzz. This legislation has pressured several big companies such as Apple and Amazon to disclose their salary ranges. Salary transparency provides fair and honest information to potential candidates and creates competitive wages for employees to promote fairness and equity. Will companies try and keep creative in efforts to hide salary expectations? Yes, but only for so long. Soon, because too much of the competition will be transparent about salary, everyone will catch up. 

Trend 2: The gap of inequity and equity closing

The events of the past couple of years have brought to light many issues in both social and economic inequality in the workplace. The pandemic showed us the value and importance of essential workers and marginalized groups- opening up conversations about fair wages and the ability to discuss them. 

Businesses have begun to take a more frontward approach to social responsibility; research from Business Direct in 2022 outlines several areas of pay inequalities and how companies can strategize to close these gaps and the results.

The cultural awareness and continued conversation about inequality in the workplace have and will continue to lead and influence the way we conduct business.

What does this look like? Well, in America for example, there are 1.5 jobs available for every 1 person out of work. Pair that with a rising movent like r/Antiwork and we’re going to see that employers are not only going to have to pay their people better on the frontlines but flexibility and wellbeing will continue to be more and more important. 

Trend 3: Retreats and offsite locations

The past two years introduced a steep learning curve to what the world of online work would look like, but we adjusted and moved forward. One normalized element of online work- the world of Zoom and Teams opened up possibilities we never knew possible. While there are still mixed opinions regarding remote work, it is very clear that for many of us, remote/flexible work is here to stay.

Regardless, I think we can all agree that we have probably experienced “zoom fatigue” to various degrees. On top of staring at a bright screen for 8+-hours a day, what is often missing is the change to connect in the office, lunchroom, or in between meetings. While it’s difficult to predict what normalcy in the workplace looks like, our need for connection remains constant. The value of workplace relationships is invaluable. 

If the trend towards online work continues, we must intentionally create connections and bond employees in unique ways. One of the strategies we will use in 2022 be offsites and work retreats. These sessions will be in addition to the annual retreat and will offer smaller, sometimes region-based or team-based connections to happen outside of the office (that may no longer exist). . Because connection and creativity are key to the future of work, companies are going to realize soon (if they haven’t already) that investment in bringing people together is money well spent. t people are important and if we want a strong and efficient workplace- we must treat them so.

Trend 4: Increased Benefits and Healthcare plans

The last trend of 2022 is businesses increasing childcare services and mental health provisions included in their benefit packages. We have grown to realize that holistically understanding the mental health of workers impacts the business at large. 91% of Patagonia’s employees reveal that they believe their company is a great place to work compared to 59% of alternative US-based companies. Why? Well, 93% of respondents answered that they are given the freedom to take time off when necessary. They treat their employees as people- creating an environment where they are both cared for and appreciated.

KPMG is also taking the lead by expanding its employee’s list of benefits to help working parents. According to Human Resource Executive, this includes, “increased backup care, an expanded network of childcare centers, and access to discounted tutoring, academic support and homework assistance.” Again reinforcing the well-being of employees matters. 

A few other notes to consider:

In thinking about this list, I had to make a few assumptions and make a few predictions that most everyone is thinking, too. 

• Remote work will continue to be a trend this year and next. 
• DEI is (for good reason) on the rise still. 
• Developing great leaders will be happening more and more
• Re-skilling/upskilling is a trend that is never going to go away
• Mental health will be top-of-mind still
• Resumés will look more like life descriptions and not just job descriptions

Each of these trends is uniquely promising; the hope is to move towards workplaces that view their employees as more than workers- but as human beings first and foremost. Companies would do well to find methods to best support their employees. I hope that we are encouraged to view Pandora’s box of 2022 with optimism as we begin to make our work a better place.