2023's strategy: leverage employee experience for business success

Companies can't afford to lose valuable talent, especially diverse talent. Ensono's meredith Graham shares some pointers for what to focus on in 2023

By Jagriti Kumari

Moving into 2023, there's a lot for HR leaders to focus on. In a conversation with us, Meredith Graham, Chief People Officer at Ensono, shares her thoughts on trends that we can expect to be crucial in the coming year.

People-focused technology, hybrid as the new normal, and evolving employee expectations were trends in 2022. What new trends are expected to reshape the workplace and workforce in 2023?

In 2023, organisations will continue to deal with challenges from the economy and job market but be able to make smarter decisions that prioritise the employee experience and employee happiness. HR teams have put their focus on implementing a hybrid and remote-flexible work environment since 2020 but now must see how productivity can be improved among their entire workforce without creating burnout. While this year will bring challenges to companies coming from our current economic situation, I believe business and HR leaders have gotten smarter about putting a spotlight on the employee experience, recognising how this translates to business success. This will become crucial in the coming months.

Renewed focus on company culture was one of the keys to winning the war of top talent in 2022. How are you reimagining work culture in 2023?

Companies cannot afford to lose valuable talent, espe-

I’D LIKE to SEE EvEN MoRE CoNvERSAtIoN AND PRoGRESS oN bEHALf of woMEN NExt yEAR, ESPECIALLy wHEN It CoMES to DEvELoPING AND ENCouRAGING tHE SKILLS AND CAREER PRoGRESSIoN of fEMALE tECHNoLoGy PRofESSIoNALS cially diverse talent, which is why an inclusive workplace culture will continue to be top of mind in 2023 for HR teams. This will be particularly critical to recognising the disparities that exist in the tech industry and working to create policies and programs that support women in technology. Organisations can champion this by emphasising on a culture of communication and advocacy in 2023 and beyond. Some methods to achieve a better workplace culture that companies can utilise are anonymous employee feedback channels and ongoing education and training for individuals and teams around fostering an inclusive environment — including how to identify a toxic work environment or situation. Initiatives like these create a workplace culture where employees feel like they have a voice and are truly valued by their organisation.

Initiatives supporting diversity, equity, and inclusion were top priorities for HR leaders in 2022. What according to you will be new priorities in 2023?

To retain valuable talent, especially diverse talent, inclusive workplace initiatives will still be crucial in 2023 for HR teams to recognise the disparities that exist in the industry and work to create policies and programs that support women in technology. It’s not surprising but concerning that harassment and intimidation are still concerns in the workplace today, so I’d like to see even more conversation and progress on behalf of women this year, especially when it comes to developing and encouraging the skills and career progression of female technology professionals.

I also expect workplaces to prioritise learning and development programs in 2023 as more tech workers are seeking out upskilling opportunities. We’ve seen how pivotal a role digital transformation plays in an organisation’s progression and this won’t be ending anytime soon. Tech workers want to keep up with these new innovations by honing and developing new skill sets which will also allow them to advance their careers. More companies are realising this and will respond accordingly.

What are your views on the ongoing layoffs especially in tech, and their impact on the job market?

Despite industry-wide layoffs, companies are still struggling to close the skilled labor gap. Economic uncertainty has not slowed down the pace of emerging innovations and technologies, and keeping up with them continues to be critical to an organisation’s success. This is where I anticipate upskilling and learning and development programs to become key players in 2023 as more tech candidates look to obtain new roles while businesses mobilise their efforts in closing the skills gap.

What will be the new hiring and recruitment trends to look for in 2023?

Tech candidates overwhelmingly want flexible hybrid/remote work schedules, but this won’t be enough for companies looking to recruit and retain top tech talent in 2023 and beyond. Implementing new learning and development opportunities will be a major focus over the year to draw the right talent and improve retention.