2020 was a transformation year, to say the least. The COVID-19 pandemic, economic recession, and social justice movements are all forces that changed today's employment landscape and will shape the way we work in the future. Check out our infographic for workplace trends and changes we can expect to see this year and beyond.

Diversity, equity, and inclusion are more than just trends; they are imperative for all organizations. In 2020 the world learned, listened, and talked about diversity and inclusion and in 2021, people are taking action which will have a long-lasting impact. Last year, in response to social justice movements and protests, organizations all over the world addressed and made plans to tackle important DEI issues in the workplace. 

More so now than ever, organizations are making workplace wellness programs a top priority. Establishing and maintaining these programs offers a work environment that promotes healthier habits, and develops a positive office culture where people genuinely want to be. More and more employers are concerned about the health and well-being of their employees, so it comes with no surprise that having a structured wellness program in place has become increasingly popular.

Given the unprecedented situation that the world is in right now and out of an abundance of caution, millions of organizations globally are working remotely. As the coronavirus outbreak spreads, we will continue to see organizations of all different sectors and sizes encourage or mandate their employees to work from home if their job permits them. For many companies, this will be a first time experience.

In recent years, there has been significant progress made towards the equality and inclusion of the LGBTQ+ (lesbian, gay, bisexual, transgender and queer) and gender-expansive community. But there is so much more to be done when ensuring LGBTQ-inclusive policies and practices in the workplace.

So far in the new decade, the unemployment rate has sat at a low 3.6% and the labor force participation rate has continued to increase, currently at 63.4%, according to the Bureau of Labor Statistics. A thriving job market is excellent news, specifically for job seekers. It’s no secret it’s a candidate-driven market, meaning organizations are competing with each other to attract and retain top talent. In fact, according to a ManpowerGroup survey, attracting and retaining skilled workers has rarely been more challenging as 69% of U.S. companies report talent shortages – the highest in over a decade! Now more than ever, recruiting is absolutely essential for organizations.

There are countless resources available to help individuals prepare for interviews, whether it be a workshop, an online resource or a book. While these tools are extremely helpful for those interviewing, it can make the job of the hiring manager difficult. Interviewers have to decipher the difference between someone who is just a good interviewee versus someone who is a good fit for the position. Of course, a good candidate can be great at interviewing, too, but it’s crucial a hiring manager doesn’t hire someone solely based on their impressive interview skills.

Beginning a new job is a big change and can be overwhelming. Many people feel nervous before their first day, wondering if they will fit in with the company culture and get along with their new colleagues. During a new hire’s first few weeks it is important that you, as a supportive employer, help ease the transition into their new position and the organization. For advice on how to make your newest employee feel welcome and comfortable, consider these six points.

Staying focused for an extended period of time during a long and busy workday can be difficult. Depending on what tasks you need to complete, some days will likely be harder to remain motivated than others. When you have multiple distractions coming your way, such as the phone constantly ringing or catching up with a colleague, you may find that you are running short on time to complete your work.

It is inevitable that some of your employees will leave and pursue new opportunities no matter how much time and money you invest in retention strategies. When this happens, it is beneficial to conduct an exit interview as a way to receive honest feedback so you can continue to improve the position and your organization. By using this data and implementing these suggested changes, your organization will reduce turnover and progress as a whole.