At a time where most of us are refreshed after a break – we turn into positive beings!
We cut back on chocolate and alcohol, we promise ourselves to hit the gym this year… we swap fries for salad…we are hopeful that the labour shortage is behind us and that 2023 will bring fresh hope…the borders are open…
But…
This may be wishful thinking!
2023 – especially the first half of it, I fear, will be a repeat of last year.
Why? I hear you ask. Well, there are some factors we need to take into account:
- Genuine skill shortages will remain, yes, the borders are open, but the visa process is still onerous
- The population of Australia is not increasing as predicted – the workforce is ageing
- A fresh Covid spike is predicted that will take 1 million workers out of the equation in early 2023
- Although some economists are predicting a recession – I feel there will be more jobs than people for at least 6 months
- We have the January scenario – most of us reflect over the holiday season and the number of resignations generally increase in January
- Cost of living is going up: this will impact the labour market
I will confess that I am of course no Nostradamus. By the way, did you know he predicted that 2023 would see WWIII after a 7-month long war?
He also predicted that:
“So high will the bushel of wheat rise that man will be eating his fellow man,”
We all know that cost of living is rising but let’s hope we don’t turn to cannibalism Nos – that certainly will not help the labour shortage!
So, back to what we can do from a people perspective to get 2023 in a better shape than 2022.
Here are some people-based focus areas to help us through:
Structure
Analyse your current organisation structure to ensure you have the right people in the right jobs – are there any areas you could restructure / outsource?
Productivity / performance framework
This has to be a laser-focus for 2023. Are your people providing the relevant outputs you and the business require? Do you have the correct measures / processes in place?
Assess your leaders / managers
Do your people have the ability / capability / resilience / support to lead?
Internal mobility
Look internally to promote / cross skill – this is great for retention and succession planning
Invest in your hiring / talent attraction strategy
Ensure you are being proactive – measure your time to hire, is your referral program relevant / working? Is your EVP in tune with the market?
Stick with your values in hiring
Do not take a risk on your culture – it will cost you in the long term if you hire for the sake of headcount and not culture fit.
Reward and recognition
This is linked to productivity: ensure your Position Descriptions and KPI’s are up to date and your people are valued, rewarded fairly and regularly
Learning and development
Ensure your people are being asked what their motivations are and given opportunities to learn where possible.
Enforce regular breaks for your people
Burnout is real as we all know so enforce breaks – look out for each other!
These tips are not just my ideas: they are based on data from the engagement surveys we helped our customers deploy using our own Employee Life™ survey tool in 2022 and these are the drivers that engage / dis-engage your people.
Whatever 2023 brings – my biggest piece of advice is:
Be ready!
For any assistance with these areas of focus please contact us to explore our consulting solutions, our EmployeeLife™ survey tool, our MyEmployeeLife™ Goal setting / performance framework tool and the assessment options we utilise in resilience and leadership assessment / development.
STEPHEN CUSHION
General Manager – Consulting
Stephen joined Optimum in 2015 as the General Manager of the Consulting practice based in Brisbane. Stephen brought with him vast experience across HR consulting and executive recruitment, having previously worked for a global top tier talent management organisation and market leading companies.
