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    4 employee transition trends to look out for in 2023

    It’s a brand new year and with that comes a whole host of employee transition trends to keep your eye on if you’re an HR professional ready to hit 2023 out of the park.

    The last 12 months have been tumultuous, to say the least. With unprovoked war, the resulting global energy crisis and the financial fallout from an ongoing pandemic, organizations the world over have been doing their best to adapt to a new world of work where phrases like ‘hybrid work’, ‘the great resignation’ and ‘quiet quitting’ have become hot topic items.

    As HR professionals, we’ve had to get creative finding new, innovative ways to understand, support and inspire our people in a time where inspiration (and our collective mental health) has been at an all-time low.

    The good news is that whilst 2023 is unlikely to be a walk in the park, the lessons learned in the last 12 months are predicted to give way to innovation, green investment and digital transformation that should provide a boost to people, planet AND profit.

    But what about HR? What’s on the cards this year for those of us tasked with ensuring a business's most valuable asset; its people, reach their full potential? We’re glad you asked!  We’ve put together a round-up of 4 of the biggest trends in HR in 2023 and how they impact different employee transition stages.


    An employee transition is any moment when your people move from one phase of the employee lifecycle - to the next. They are high-risk, high-reward scenarios that can improve or hurt retention, engagement, and productivity, depending on how well you handle them.



    #1 'Quiet hiring' replaces quiet quitting

    Quiet quitting, the act of performing the minimum requirements of one's job and putting in no more time, effort, or enthusiasm than necessary, was one of 2022’s biggest HR trends. Luckily, the phenomenon was something of a storm in a teacup and in 2023 will give way to something more positive that Gartner has coined ‘quiet hiring’.

    With many organizations pumping the breaks on their hiring practices in preparation for a predicted recession, HR leaders are looking to internal mobility as a way to access skills and talent without adding an extra headcount.  

    This shift will likely include: New internal policies designed to upskill managers on how to identify & nurture potential internal movers. A company-wide communication strategy that helps employees more easily access internal opportunities And most importantly for employee-transition enthusiasts, fully-fledged crossboarding programs to help internal movers settle into their new role with as little disruption as possible.

    Considering organizations that prioritise internal movement and crossboarding experience a 33% increase in employee intent-to-stay, it’s safe to say this is a trend to keep on top of!

    #2 Reboarding after burn-out becomes business-critical

    Burn-out is on the rise all over the world, and no one is being hit harder than managers. Surveys taken in the latter half of 2022 point to a rise in burnout amongst managers with some data sets showing a staggering 53% of managers feeling burnt out in their job. And according to Forbes, there’s ‘not much hope that the international burnout crisis will end anytime soon’. 

    To ensure a healthy return to work for those facing burnout, digital reboarding programs are going to become more widely adopted in 2023, especially in organizations that have historically relied on managers to handle reintegration for employees post-burnout.

    These reboarding programs will share similarities with a standard digital employee onboarding program (think integrated task lists, interactive elements, and on-the-go access) but will focus more on building healthy habits, both professionally and emotionally, for employees as they rejoin your organization.

    #3 Personalized onboarding with AI and automation

    Successful onboarding should always be personalized. The reality is that no one hire is exactly alike and so designing a one-size-fits-all new hire program will never work, there has to be something that makes the journey unique for every individual.

    This need for a more personal, people-centric approach has only been exacerbated by the pandemic, where many employees felt disconnected from their workplace and colleagues, so in 2023, we’re going to see personalization in the onboarding phase take a big step forward. 

    Organizations will adopt more powerful software that prioritizes personalization through artificial intelligence and automation. Think new hire task lists generated automatically based on an employee's role and department. Or digital chatbots designed to give specific answers to employees depending on their seniority or location. 

    The result? New hires feel more confident in their new position and more invested in their new employer before they’ve landed on day 1.

    #4 Digital offboarding no longer a ‘nice-to-have’

    Unfortunately, 2022 saw many people leave their jobs, whether voluntarily or otherwise. As the year of ‘the great resignation’, HR was party to an exorbitant number of leaving processes, and whilst certainly not an enjoyable experience, it did deliver one powerful learning: a digital offboarding platform is no longer a ‘nice-to-have’.

    In most businesses, the state of formal leaving processes is chaotic. 71% of businesses lack a proper offboarding procedure. 72% of CEOs said they took sensitive information with them when they left their former organization. In the U.S., 89% of former employees still have unauthorized access to private business applications. And 76% of IT directors see offboarding as a high-security risk employee lifecycle phase. So it’s not easy to see why a digital offboarding platform is becoming a must-have HR tool.

    In the next year, many more organizations will begin to invest in digital offboarding. Expect to see more options for digital tools that support the 5 components of GOOD exit management


    These steps will secure key organizational information, safeguard ongoing productivity and create ambassadors for organizations that will support future hiring initiatives.

    So what’s next?

    Trends come and go, and you shouldn’t change your entire HR strategy just because a listicle made some good points - you need to make a trend work for YOU. 

    The right way to approach any business trend is to learn about it, discover if there are elements of this trend that apply to you and your workplace, take what works for you and integrate those elements into your ongoing people strategy!

    Need some help managing your employee transition landscape? The team at Talmundo has more than a decade of experience helping organizations build successful journeys that span the entire employee lifecycle. 

    Talk to us today to see how YOU can benefit from a fully integrated employee transitions platform.

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