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Workplace culture is crucial to attracting and retaining top employees. Managers who understand this and prioritize the development of their culture for 2023 will ensure that their organization will be successful in the long term.
These include: Strengthening employee trust by promoting transparency and open communication, investing in talent development and performance management, and addressing diversity, equity, inclusion and belonging (DEIB).
By prioritizing these three focus areas, organizations can position themselves well to survive the economic downturn and emerge stronger:
Priority 1: Strengthen trust through open communication and cooperation
The first priority is to build trust with employees by actively responding to their needs. In light of a potential review, some organizations may re-evaluate how they support and invest in their employees. However, to be successful in 2023, it is imperative that all employees are put first. Leaders must now seize opportunities to show that they care about their employees, for example by investing in wellbeing, committing to Diversity, Equity, Inclusion and Belonging (DEIB), and promoting transparency and open communication.
Transparency and open communication are essential to build trust and promote a positive corporate culture. Managers should communicate the organization's goals, strategies and results transparently and encourage open communication between employees and management. When employees feel that they are well informed about these issues, they are more engaged and therefore more productive and motivated. Managers should create opportunities for employee engagement by involving them in decision making, recognizing their contributions and providing opportunities for growth and development. Leaders need to create opportunities to foster employee engagement by involving them in decision-making, recognizing their contributions and providing opportunities for growth and development.
Priority 2: Offer targeted training and further education programs
The second priority is investment in talent development and performance management. Even though the job market is still in flux, talent development, training and recruitment are critical for organizations. To nurture talent, organizations must provide constructive criticism, meaningful relationships with leaders and colleagues, and opportunities for personal growth.
Digitalization has given us a whole range of new skills. Encourage your employees to keep up to date with new tools, continue their training and exploit their potential. Make the hurdle for learning and development processes as low as possible. Support self-directed and social learning alongside 'formal' forms of learning by ensuring that employees have easy access to the information they need and that is relevant to them.
Priority 3: Addressing Diversity, Equity, Inclusion and Belonging (DEIB)
The third priority is the development of concepts and measures relating to DEIB. There are various ways in which an inclusive and fair working environment can be created. Whether you have been investing in DEIB measures for years or have only recently started to prioritize the topic: The benefits of an inclusive workplace are enormous. Here are 6 possible steps towards a more inclusive workplace:
- Learning by listening: Start by determining the current state of affairs in your organization. This can be done through surveys, focus groups or interviews with employees. In this way, you can find out where your organization stands and in which areas improvements can be made.
- Involvement of managers: Creating an inclusive work environment starts with leadership commitment. It is important that leaders understand the importance of diversity and inclusion (not to mention equality and belonging) and are willing to make it a priority in the organization.
- Set clear goals and targets: Set clear goals for diversity and inclusion. This will ensure that the organization is working towards a shared vision and that progress is measurable. A common goal unites all employees in an organization and is often a crucial factor in avoiding unconscious bias and non-inclusive practices (Bernadette Höller, Head of loopings.ch, Competence Center for Work 45+).
- Provide training and further education: Provide training and education on diversity, equity and inclusion for all employees. This can help to increase awareness and understanding of these topics.
- Encourage open communication: Encourage open communication and offer employees the opportunity to share their views and experiences. This can be done through working groups, mentoring programs or other initiatives. Problems should be addressed openly and without prejudice. Transparency and openness are crucial for an inclusive workplace (Sarah Blickenstorfer, StV Head of Environment, City of Winterthur).
- Continuous review and improvement: Evaluate and optimize the organization's efforts in terms of diversity, equity, inclusion and belonging on an ongoing basis and make changes as needed.
In summary, workplace culture is critical to retaining and attracting employees, and leaders who prioritize it will see a sustained increase in value 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 put to the test. In addition, they must take a holistic approach to maintaining a positive workplace culture, including equal access to resources and opportunities for all employees, regardless of their location. By focusing on these priorities, organizations 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 progress in the areas of Diversity, Equity, Inclusion & Belonging (DEIB). Managers must prioritize the needs of employees to ensure the company's success. They should then take practical steps to advance these three priorities and ensure their organization is prepared for the challenges of the future.
