What does Chris French think will be top of mind in 2022? Here are five trends to look for.
We recently sat down with Workhuman’s EVP of Customer Strategy Chris French to talk about some of the lessons we learned in 2021 – and what he sees emerging in the coming year and how this can impact Workhuman® customers.
You can listen to the whole interview here. It’s about 30 minutes and definitely worth checking out! In the meantime, here are a few takeaways from the conversation that might be useful for you to help orient your people strategy in 2022.
- Creating a company where people stay
Most employers are still triaging the Great Resignation. Chris attributes at least some of this shifting to people becoming emotionally unanchored from their companies after two-plus years of not interacting with other humans in their organization.
The real question companies need to ask here, says Chris, is “Why do people stay?” In 2022, we will see that they stay because they feel connected to a company – the people, the purpose, and the work – and because they feel like they can grow. If you're not creating an environment where people feel like they belong and can succeed, you will not win or keep them.
- Facilitating human connections in a hybrid environment
Chris noted that in 2022 companies are realizing that some, or all, of their employees are probably never going back to the office – and we will need to find ways to help employees connect with each other in a long-term hybrid environment.
This won’t happen from the top down. Employee participation and engagement will be key. This idea of employing the crowd will be a trend in 2022, predicted Chris.
- Using real-time metrics to understand and influence employee experience
How we use technology to measure our progress in people strategies is going to continue to evolve rapidly, Chris said. In the past, we looked to periodic reviews to see how we were doing. In 2022, we will see data expanded and subsidized by more real-time metrics. We’ll be looking beyond evaluations and asking: “What's the language that people are using when they talk to each other? How frequently are they connecting? What is the feedback we are seeing in real time?”
- Evolving more agile compensation models
Most organizations' compensation models are built around salary, benefits, and review-based bonuses. But even before the pandemic, it was clear this wasn’t working to motivate and retain top talent.
Companies must source new kinds of tools to reward people while also inspiring them to connect to one another and the organization’s mission. The concept of compensation with a more agile or real-time component will be a big theme in 2022, said Chris, as companies reallocate funds to areas with the most impact on people and business outcomes.
- Evolving the role of Human Resources
Finally, the function of HR as a facilitator of culture, rather than a manager of people policies, is going to evolve, said Chris. Many companies have already stopped using the term “HR” – switching to language like “Chief People Officer,” or “People, Talent, and Culture.” That’s because we’re seeing a rapid evolution in the people function within organizations. The fundamentals of the job have shifted – from the management of people process to a facilitator of culture.
For more thoughts on how organizations are approaching 2022 and the big themes Chris sees emerging, be sure to tune in and listen to the entire interview.
Looking for ways to meet the challenges of 2022 and use your Workhuman platform to build stronger human connections? Reach out to your account team to talk about the right strategies for your organization – and be sure to attend some of our upcoming webinars for ongoing insights.
