A Close Look at Modern Trends in the Workplace

The modern workplace is changing and evolving constantly. Some changes have been driven by technology and others by significant world events. Some of the evolution is influenced by demographics, while others are in response to the expectations of a younger, more diverse workforce. In order to keep up with the changes, leaders must stay on top of the latest workplace trends. 

Over the last few years, the workplace has faced many era-defining changes – from the COVID-19 pandemic, inflation, and the great resignation to technology advancements and globalization. Organizations, both large and small, must learn to adapt to the “new normal”, regardless of what caused the change. 

Technology is evolving and the way we work is changing. It is reshaping both the hard and soft skills needed in workplaces to keep up or move ahead. An automated competency management program is more important than ever. This article takes a close look at modern workplace trends in 2023, as well as how an automated competency management program will be a crucial component in any successful organization this year. 

Modern Trends in the Workplace

1. Remote and Hybrid work is expected to continue through 2023. For many people, working from home or setting their own hours is the key to a more productive, fulfilling life. It is important for employees working in a remote work environment to hone their skills to be sure that they are working efficiently and supporting the organization. Managers in a remote or hybrid team must be able to build connections and collaborate, as well as evaluate performance goals and provide effective feedback to all team members. In 2023 organizations will value the employee experience. They will move from a focus of where work gets done to how the work gets done.
2. Diversity, equity, and inclusion (DEI) in the workplace is a priority.  Diverse teams are more innovative and increase the productivity and collaboration of an organization. Organizations must be more intentional about diversifying their workforce in order to remain competitive. When hiring talent, workers see workplace diversity as a key factor.
3. Learning Management Systems (LMSs) are increasingly proficient at collecting, analyzing, and suggesting actions based on data.  Learning platforms are able to diagnose learning needs and make recommendations based on learning goals and competency levels. This is allowing for personalized learning paths for employees. This data-driven learning provides real-time feedback and a wide variety of learning content. LMSs are capable of interpreting data and making it actionable.
4. Shift from degree to skill development focus in the workplace. A growing number of employers are moving away from a college degree requirement and focusing on describing job skills – both hard and soft skills. Skills based hiring helps to close skills gaps and expand talent pools. A skills matrix has become a vital tool in any organization’s Competency Management Program for tracking skills, training, certification, and qualifications for employees. It is a visual tool that identifies key skills in specific roles and recognizes the competency level for each skill for individuals. An effective matrix can boost the skill and efficiency levels within a company.
5. Soft skills are here to stay. With the digital transformation taking place in the workplace, change will remain constant. Job roles have shifted and some are no longer existing. The focus will now be on soft skills like analytical skills, written and verbal communication, and leadership. Soft skills that play a critical role in employee performance and productivity, as well as building relationships, are critical in any organization. Soft skills help facilitate connections that are a valuable component in any high-performance team.  According to LinkedIn data, good communication, self-motivation, and problem solving are all in the top ten skills employers are most likely to add to a job posting description. Assessing skills and competencies and using them to source, screen and match candidates to open vacancies is possible with the proper competency management system. 
6. Big Data is transforming how businesses operate. Analytics assists in data-driven decision-making and provides insights into strengths and weaknesses in an organization. Recruiters can use predictive analytics to determine future trends, estimate future candidate performance, interview acceptance probability, and the predicted tenure of a candidate. Big Data is streamlining the recruitment process, tracking employee success rates, informing compensation packages, as well as providing valuable data for resource allocation and succession planning. 
7. Gen Z is entering the modern workforce. This generation was born between 1997 and 2010.  This group has a different, very pragmatic, approach to work. They are born and raised entirely in a fast-paced and internet-centric environment. They expect the modern workplace to be engaged and committed to digital collaboration software tools. Organizations need to prepare for this group to take over the global workforce in the coming years. Adjustments must be made to office practices and training to get the most out of this generation. 

Closely monitoring these trends, and best practices, in 2023 will help any organization find success. This year will bring a growing need for upskilling and reskilling in the workplace. The nature of work is constantly evolving and multiple generations are collaborating in the workforce. An effective competency management software program will provide any organization the tools and support needed to seamlessly keep up with these modern trends.  

How Can CABEM Support Your Competency Management in 2023?

Everyone has many tasks that they need to accomplish, and desired skills to be able to do so competently. As we studied organizations it was clear that many different departments operate independently of each other, even though there is frequent overlap. 

Our software, Competency Manager, breaks down these silos, and allows for greater transparency if an organization chooses between interdependent areas of the organization, such as quality, HR, health and safety, operations, and more. This type of openness gives standardization and a competitive advantage to the large and growing organizations who do not always have the luxury of on-site training or responsibility.

We have a belief that software should not dictate business processes, but that your software should be able to do business the way you want to. Our platform is flexible and allows you to recreate your organization and employee skills in any way you choose. And in keeping with our heritage of custom software, we can work with you to build a unique, one of a kind instance that best addresses the needs of your organization if needed.

You know your business best, and that is why the software you use should allow you to operate without any constraints. As learning and deployment needs and technology continues to evolve, so will the requirements of this type of software system. We are constantly updating our product and continuing to study different kinds of companies so we can continue to make Competency Manager the best competency management system on the market. Contact us today to get started.