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People and Workplace Trends for 2023 and beyond

The People & Workplace Trends Report for 2023 highlights the HCM, content, and learning trends that are most likely to impact Talent Leaders in the coming year.

  • LinkedIn

Feature with  HYER

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Talent leaders are the thread to success

Strengthening economic headwinds, geo-political unrest, the cost-of-living crisis, the skills shortage, and sustainability are just some of the factors forcing organizations to pivot fast and pre-empt threats. Here’s a flavor of the trends you can expect in 2023 as you plan the future workplace and workforce.


Trend 1. Retention programs matched to expectations:

Free pizza on a Friday no longer cuts it The next-generation workforce wants more from their employer, including empowered career development, real-time performance feedback, and continuous lifelong learning.

Retention is a key trend for 2023

  • 96% cite employee experience as the top lever for HR’s future success.

  • 17% of employees describe their employee experience as ‘irresistible.’

How to better match retention programs to expectations:

  • Sense shifts in your skills need in real-time, developing skills dynamically in the moment of need.

  • Introduce an internal ‘opportunity marketplace’ to connect talent to work opportunities.

  • Collect and act upon more insights into the employee experience.


Retention and the cost-of-living crisis:

Smart employers are exploring innovative ways to support staff during the cost-of-living crisis and aid retention. This includes grocery shopping discounts, finance education and gift cards.

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Trend 2. Sustainability learning content to soar in 2023


Change is coming fast to the learning content landscape 84% of Gen Z report burnout. Employees want autonomy to control when, where, and how they work.

  • Tomorrow’s workforce wants personalized content on demand and in the flow of work.

  • Applications like Glassdoor expose how good you are to work for. You need a culture of inclusion to improve brand reputation.

Surge in sustainability content in 2023

100% increase in demand for sustainability learning content in 2022 versus 2021. It is also likely to overtake other learning priorities in the coming years.

51% of students would accept a lower salary to work for an environmentally responsible company.

  • By investing in sustainability content, companies respect their environmental impact.

  • Sustainability content reduces the impact on society and motivates employees.

Trend 3. It’s time to democratize learning

Where new learning opportunities are rapid and continuous, people grow and so does the organization. Challenges exist in providing growth experiences

  • Organizations struggle to anticipate skills and align skills with talent mobility.

  • Tracking learning and skills growth is frequently fragmented.

  • Legacy processes make it harder to deliver personalized and hybrid work experiences.

Sharing is engaging

  • In 2023, organizations will continue to harness the power of learning experience platforms (LXPs) to democratize learning.

  • LXPs bring together experiential learning, content, and skill building, transforming learning into a connected engine of growth, agility, and mobility.

  • This drives a sense of inclusion and autonomy, fuelling satisfaction, retention, and growth.

​Forecasting the future becomes crucial for proactive strategizing in the evolving landscape of workplace trends. Our current observations suggest a few pivotal shifts that might redefine the way organizations function and prioritize. The remote work model, initially a response to global crises, is anticipated to mature, blending with in-office routines to create hybrid workplaces as a standard model. The necessity for physical presence may diminish, leading to an expanded global talent pool, transcending geographical boundaries.

the rising emphasis on employee well-being, presently in its nascent stages, is predicted to blossom into holistic wellness programs encompassing mental, emotional, and physical health. Companies might invest more in creating 'Wellness Officers' or dedicated departments focusing on the overall well-being of their employees. As the understanding of productivity deepens, the traditional 9-to-5 might evolve, giving way to flexible hours rooted in achieving tasks rather than clocking time. This shift could lead to a more outcome-oriented work culture, emphasizing results and innovation over mere presence.

Download the full report here >

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