Workplace culture is critical to retaining and attracting employees, and leaders who prioritize it in 2023 will ensure their organizations thrive in the long run. Great Place To Work has identified three priorities that leaders should focus on in the year ahead. These include: building trust with employees by promoting transparency and open communication, investing in talent development and performance management, and tackling Diversity, Equity, Inclusion and Belonging (DEIB).
By prioritizing these areas, organizations can ensure that they are well-positioned to weather the economic downturn and emerge stronger.
There are three priorities that leaders should focus on:
Priority 1: Building trust through open communication and collaboration
The first priority is building trust with employees by showing extraordinary care. As a recession is expected, some organizations may reassess how they support and invest in their people. However, it’s essential to put employees first to find success in 2023. Leaders must seize opportunities to demonstrate care for workers, such as investing in well-being, commitment to diversity, equity, inclusion & belonging (DEIB), and promoting transparency and open communication.
Transparency and open communication are essential for building trust and fostering a positive company culture. Leaders should be transparent about the company's goals, strategies, and performance, and encourage open communication between employees and management. When employees feel they're well informed about these topics, they are also more engaged and thus more productive, motivated, and committed to their organization. Leaders should create opportunities for employee engagement by involving them in decision-making, recognizing their contributions, and providing opportunities for growth and development.
Priority 2: Offering targeted training and continuing education programs
The second priority is investing in talent development and performance management. Even though the labor market remains buoyant, talent development and training, as well as recruitment, are crucial for organizations. To develop talent, organizations must provide constructive criticism, meaningful relationships with leaders and colleagues, and opportunities for personal growth.
Digitization brought a whole new set of required skills to us. Motivate your people to stay up to date with new tools, upskill themselves and fulfil their potential. Make the hurdle for learning and development as low as possible. Support self-directed and social learning (next to “formal” ways of learning) by ensuring employees have easy access to the information they need and to what is relevant for them.
Priority 3: Tackling Diversity, Equity, Inclusion and Belonging (DEIB)
The third priority is preparing for DEIB progress to be questioned. There are various ways on how a more inclusive and equitable workplace can be achieved. Whether you have already been investing in DEIB efforts for years or have started making DEIB efforts a priority not so long ago: the benefits of an inclusive workplace are numerous. These are 6 possible steps towards a more inclusive workplace:
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Learning by listening: Start by assessing the current state of inclusion in your organization. This can be done through surveys, focus groups, or interviews with employees. This will help you understand where the organization stands and identify areas for improvement.
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Leadership commitment: Creating an inclusive workplace starts with leadership commitment. It is important to have leaders who understand the importance of diversity and inclusion (and let’s not forget equity and belonging) and are willing to make it a priority in the organization.
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Set clear goals and objectives: Set clear goals and objectives for diversity and inclusion. This will help to ensure that the organization is working towards a shared vision and that progress can be measured.
Having a shared purpose unites all employees of an organization and is often a crucial asset in overcoming unconscious biases and non-inclusive workplace issues (Bernadette Höller, Leiterin loopings.ch, Kompetenzzentrum für Arbeit 45+) -
Implement training and education: Provide training and education for all employees on topics related to diversity, equity, and inclusion. This can help to raise awareness and increase understanding of the issues.
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Encourage open communication: Encourage open communication and provide opportunities for employees to share their perspectives and experiences. This can be done through employee resource groups, mentoring programs, or other initiatives.
Problems should be addressed in an open and non-judgemental way. Transparency and openness are crucial for an inclusive workplace (Sarah Blickenstorfer, StV-Leitung Fachstelle Umwelt, Stadt Winterthur) -
Continuously evaluate and improve: Continuously evaluate and improve the organization's diversity, equity, inclusion and belonging efforts, the organization is moving towards the common goal, and make changes when necessary.
Most importantly: always listen to your employees! This allows you to gain a better understanding of your employees’ experiences and perspectives and can help you identify areas where your efforts may be falling short and make adjustments, if necessary.
In conclusion, workplace culture is essential to retaining and attracting employees, and leaders who prioritize it will see sustained value growth in the years following a crisis. Leaders should focus on building trust, investing in talent development and performance management, and preparing for DEIB progress to be tested. They must also take a holistic approach to maintain a positive culture across the organization, including providing equitable access to resources and opportunities for all workers, regardless of their location. By focusing on these priorities, companies will thrive in 2023 and beyond.
The priorities for organizations in 2023 are to build trust through open communication and collaboration, provide targeted training and development programs, and prepare for advancements in Diversity, Equity, Inclusion & Belonging (DEIB). Leaders must prioritize the needs of employees to ensure organizational success. Next, they should take practical action to move forward on these three priorities and ensure their company is prepared to meet the challenges of the future.
