8 JOB TRENDS YOU NEED TO KNOW ABOUT IN 2022

Remote work is nothing new but with the increase in employees working from home over the last two years, more organisations have realised its potential. When individuals can – effectively – work from anywhere, employers have access to a whole new world of talent. A Sydney-based company can engage a marketing consultant based in Perth, a graphic designer in Adelaide and a team of customer service professionals scattered along the NSW coastline.

Cloud-based servers, the NBN, communication apps like Slack and video calling apps such as Zoom and Microsoft teams have transformed the remote work landscape. Individuals now have the tools at their fingertips to operate virtually within their organisation from a location of their choice.

New technologies such as scheduling and monitoring apps are helping to automate managerial tasks. Research by HBR shows that up to 65% of managerial tasks have the potential to be automated by 2025. This will free up time for managers to focus on other areas, such as coaching and building relationships with individuals in their teams. Or perhaps it won’t, and we’ll see managerial roles being phased out, instead . . .

While some organisations are content to let employees work remotely all the time, others are likely to require some presence in the workplace. Additionally, surveys show that most employees who’ve had a taste of remote work don’t want to return to the workplace full-time. Hence, the hybrid work model, where employees spend a few days each week working remotely and then travel into a central work location for the remainder.

The rise of new technologies and increased automation highlight an ongoing need for soft skills, such as problem-solving, empathy, active listening and creativity. It is these uniquely human abilities that set individuals apart from machines and can add value to organisations, setting them up for success.

The pandemic has reinforced the importance of work-life balance. While some employees have struggled to juggle their work and private lives, others have flourished in a WFH setting. To attract and retain talent, organisations should consider flexible work arrangements, family-friendly policies and health benefits, such as private health cover and employee wellness programs.

Unfortunately, it is unlikely that work flexibility, new policies and enhanced benefits will stop employees from jumping ship. Employees who work remotely are difficult to retain. It seems absence does not make the heart grow fonder; those who work virtually have weaker social ties to their employer and tend to be less loyal. Plus, it’s a jobseeker’s market at the moment with plenty of opportunities for the taking.

A family-friendly policy is all very well for those employees with families, but not all employees are in that situation. Equally, remote work arrangements may only be offered to one segment of the workforce when others in the organisation could potentially work from home, too. In the interests of fairness, employers might find it useful to sound out employee needs and preferences and involve them in the decision-making process.