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Inicio  /  Blog  /  The 4 human management trends to follow in 2023

The 4 human management trends to follow in 2023

ADP article

Each year provides an opportunity for business and human management leaders to revisit priorities and see what HR challenges and trends employers can expect in the new year. Many hope to understand the industry trends affecting your workday and workforce so you can prepare, respond and adapt accordingly.

How will the HR function continue to evolve, what's next, and what's in store for the next 12 months? Here are four human management trends that will shape the evolution of the workplace in 2023.

1. Workers are forever changed and want work to be personal
The COVID-19 pandemic and its aftermath changed the way people experience work, work and the workplace. Traditions and conventions were questioned and challenged. Notions of job security were reevaluated. Millions quit, looking for something different. "How do I integrate home, life and work?" became an intentional exercise in self-examination. Since 2020, many have merged their personal and professional priorities to create work-life integration, combining, not balancing, both sets of duties. In 2023, employers will continue to navigate this integration. They must be prepared to talk to their employees about their personal goals, including those related to flexibility, purpose and career paths, to understand how they can meet their wants and needs.

2. Workers provide real-time feedback, expecting real-time response
Collecting and analyzing employee feedback to understand and improve the employee experience has accelerated, becoming a top priority for human management professionals through surveys. In a recent ADP client survey, employee survey capabilities emerged as one of the top three priorities for professionals. In addition, digitization has heightened teams' expectations for real-time support. In other words, when problems arise, many expect immediate assistance. Some organizations have implemented employee self-service technology, survey solutions and engagement platforms to address, detect and talk to employees about their challenges as they arise, rather than after engagement and morale have been compromised.

3. Workers are empowered by data and expect transparency
Concerns about data and how data is used may force some employers to reevaluate their data management infrastructure and salary-related policies in 2023. Advances in data privacy, specifically, will be essential to follow. In terms of transparency, knowledge of salaries, salary ranges and pay equity will continue to generate discussions and influence decision making among employers, co-workers and candidates. Pay data and benchmarking can serve as useful guides for leaders, including when discussing pay transparency requirements, which have influenced how and when employers disclose salaries and wages. Research suggests that employees support both pay transparency and learning about fair wages. According to Glassdoor:
  • 63% of employees would prefer to work for a company that discloses pay information than one that does not.
  • 69% of employees would like to better understand what is a fair wage for their position and skill set at their company and in their local labor market.
  • 70% of employees in seven countries believe that pay transparency is good for employee satisfaction.
  • 72% of employees believe that pay transparency is good for business.

4. Workers want to work differently and demand that employers find innovative solutions
The pandemic and its aftermath reminded people of their ingenuity and adaptability. Changes in recent years have reinforced that transformation, creative solutions and ingenuity can, do and must happen to support approaches to work and leadership that prioritize people. Examples include providing flexible work arrangements and schedules, prioritizing skills over credentials, making data-driven decisions to support underrepresented groups, and solving inequities with data over time. In 2023, employers will benefit from leaders who view forward-thinking perspectives not as enemies but as allies. It will be useful to explore ways to introduce, create and support innovation. Data-driven leader development, providing skill enhancement and upgrade options through learning management, cultivating internal talent for professional development opportunities, customizing employee career paths, and broadening talent pools to attract people from non-traditional backgrounds are tactics worth considering.


About ADP and Advice
Serving more than 990,000 customers (companies) in 140 countries, ADP has the experience and scale to support organizations of all sizes, across all industries. ADP pays more than 39 million workers worldwide and 1 in 6 workers in the U.S. on a monthly basis. With integrated technology platforms, data analytics and guidance strategies across all aspects of human capital management, ADP is focused on shaping the future of work.

Advice is a leading company in Uruguay in Human Resources Solutions that helps Decision Makers meet their organizational objectives. It is an exclusive partner of ADP in Uruguay and Paraguay.

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