Positioning Your HR Organization for Success in 2023

The future of work is rapidly changing, and HR leaders need to be prepared to navigate the challenges that come with it. In this article, we will explore the key trends that will shape the workforce in 2023 and provide actionable guidance for CHROs and their leadership teams

The Role of Managers in the Future of Work

Low- and mid-level managers will have a more critical role to play than ever before. For hybrid and remote workers, managers are now the primary colleagues their direct reports interact with regularly. Furthermore, 60% of hybrid employees say their direct manager is the most influential person they interact with in terms of connecting to their company’s culture

However, managers feel “squeezed” from above and below, pushed to the breaking point while navigating conflicting mandates, expanding responsibilities, wider spans of control, and accelerated turnover. Senior leaders direct managers to implement corporate strategy, particularly regarding hybrid work, productivity, and culture while their direct reports expect them to provide a sense of purpose, flexibility, and career opportunities — and these two pressures do not always align


The Managerial Skills Gap

Management is a skill, and for most people, it takes practice. Poor management, including reluctance to advocate for team members or micromanaging, has been amplified by the dual pressures of increased remote work (it is no longer possible to rely on direct observation as a performance management tactic) and employees’ evolving needs and expectations (it’s no longer enough to be present yet disengaged when you are your connection-starved employees’ primary connection to the organization

In 2023, the best organizations will take two key actions to relieve pressure on managers. First, they will provide support and training to mitigate the widening managerial skills gap. The same approaches that were successful for managers in 2019 are ill-suited for the workforce of 2023. Second, HR leaders will clarify manager priorities, making it clear how managers should allocate their time when their responsibilities have increased dramatically and redesigning their roles where necessary


Leveraging Managers to Build Cultural Connectedness

Managers play a crucial role in building employees’ connection to culture. Here are some actionable steps HR leaders can take to effectively leverage managers

-Provide support and training to mitigate the widening managerial skills gap

-Clarify manager priorities, making it clear how managers should allocate their time when their responsibilities have increased dramatically and redesigning their roles where necessary

-Encourage managers to advocate for team members and provide a sense of purpose, flexibility, and career opportunities

-Foster a culture of open communications and feedback between managers and their direct reports

-Recognize and reward managers who excel at building cultural connectedness

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Conclusion

The future of work is rapidly changing, and HR leaders need to be prepared to navigate the challenges that come with it. By providing support and training to mitigate the widening managerial skills gap and leveraging managers to build cultural connectedness, organizations can position themselves for success in 2023 and beyond.