In their most recent report, Gartner surveyed more than 800 HR leaders across 60 countries and all major industries to identify their priorities and challenges for 2023.
While the largest share of respondents reported “leader and manager effectiveness” on the top of their list, many HR leaders will also prioritize organizational design and change management, employee experience, and recruiting and future of their workforce. Here are some of their key findings:
- Flexibility: 52% of employees say flexible work policies will affect their decision to stay at their organizations.
- Shared purpose: 53% of employees want their organizations to take actions on issues they care about.
- Well-being: 70% of companies have introduced new well-being benefits or increased the amount of existing wellbeing benefits.
- Person-first experience: 82% of employees say it’s important for their organization to see them as a person, not just as an employee.
New imperative: The human-centric leader
According to Gartner, “human-to-human dynamic in the workplace pushes leaders to display human-centric leadership, defined as leading with authenticity, empathy and adaptivity. These traits have been listed for some time among the key qualities of great leaders—but they were considered nice to have. Employees today demand them.”
- Rising inflation: 90% of CEOs expect it to rise significantly within the next 12 months.
- Scarce, expensive talent: 50% of HR leaders expect increased talent competition over the next six months.
- Global supply constraints: 48% of CFOs believe supply chain volatility and shortages will last beyond 2022.
At Kantola, we believe that in an inclusive culture, employees feel like they have a voice, that their opinion matters—and that different identities and varied points of view are seen as an asset.
That’s why we’re not surprised Gartner found developing a ‘new leadership approach’ to be a top priority in 2023. As they put it, “Environmental shifts of social and political turbulence, work-life fusion and flexible work arrangements are redefining the leader-employee dynamic into a human-to-human relationship.”
