UKG researchers, thought leaders, and social scientists reflect on 2023's developments and evaluate future implications for executives and their HR teams in 2024.
Employers have a unique opportunity to differentiate themselves this year
To say that the last several years have been challenging for employees and employers alike is an understatement. The aftermath of the pandemic brought health, social, and economic complications that had never been seen before. But for the first time in a while, optimism is returning to the workplace. The 2024 UKG HR Megatrends and Workplace Predictions provide a roadmap for organizations on a global scale for 2024 and beyond:
REDEFINING THE EMPLOYEE/EMPLOYER RELATIONSHIP
There is no “one-size-fits-all” approach when it comes to what employees want from their employers.
FROM BUYING AND BORROWING TO BUILDING AND MINING
“Mining” worker aptitudes within the current pool will become a fourth option in the traditional skills matrix of buying, building, or borrowing talent.
THE IMPENDING ESG “GUT CHECK”
Intensifying political culture wars will put businesses’ ESG efforts under a microscope.
of employees are disengaged.
of executives believe that American workers are not as skilled as they should be.
of employees feel that their company’s DEI&B programs are not doing what they are designed to.
Organizations have the opportunity for a competitive advantage in 2024 by taking actions such as reaffirming their commitment to their employees and to the communities they serve.
But they will have to do more than offer vague promises and carefully crafted statements — the talkers will be separated from the walkers in 2024.