We comment on the Forbes article about 2017 workplace trends.  Our comments in italics.

Trend 1. Companies focus on improving their candidate and employee experiences.

We absolutely support this and have been championing this for over 15 years.  This is our key focus with our clients.  Your employee experience is critical.  A great employee experience = higher calibre candidates.  A great candidate experience = great employer brand in market. So many companies and recruiters on behalf of companies manage this exceptionally poorly.

You only have to ask any job seeker to find out the current state of the candidate experience.  Above all a great employee experience = great customer experience = great business! Those companies using high quality resourcing approach that has a clear strategy for recruiters and managers alike are winning the war on talent!

Getting the candidate and employee experience right for your business requires deep strategic alignment, a clear strategy, high quality processes and training of everyone involved in resourcing as well as key metrics to help you understand how your strategy is working.

With the resourcing market turning to an outright war, talent pools are critical.  However, those with poor candidate experiences will struggle to build great talent pools and are likely to fail to tap into high quality talent.

2. The blended workforce is on the rise (Freelancer/Gig economy).

Multiple studies from Intuit to The Freelancer’s Union predict that at least 40% of the workforce will be freelancers in the next few years.

We think that 40% is an under-estimation, given the trend and the expectations of digital natives (Gen Z).  In fact, we have a bold predict that the concept of a job will be a distant memory for the much of the workforce within 20 years.

3. Annual performance reviews evolve into more continuous reviews.

We have been working with businesses of all sizes to create a more Agile real-time feedback loop and approach to performance for many years.  Working with clients to develop the right agile performance & reward strategy for its business.

Annual performance and reward schemes have been outdated for many years. Having the right strategy, process, training and metrics in place to ensure high quality outcomes that the business, managers and employees all value.

4. Millennials meet Generation Z in the workplace.

2017 will mark the first full year that Gen Z will be settled into the workplace, with a new outlook on business, new demands and widening the technology gap even more between younger and older workers.

Gen Z are creating even more challenges for employers on all fronts!  See our blog on Millennials and ABW.

5. Augmented and virtual reality revolutionize recruiting and training.

The technology that employees are experiencing outside of work will naturally influence them to desire the same tech at the office. Virtual and augmented reality can help close the experience gap for job seekers and allow employee training to be more engaging, less expensive and free of distractions.

Technology is facilitating many wild dreams of HR these days.  Businesses and HR need to embrace as much technology as they can, implementing quickly and effectively.  Gamification is another area that we see may be a positive in the recruiting space.

6. The war for talent heats up as the employer and employee contract continues to evolve.

The average tenure for employees is reducing radically, creating low ROI for employers.  Employers are facing a paradox in that great talent that meets the spec required is very difficult to find and the cost to up-skill those that stay less than 2 years is generally a negative ROI.  Most employers have been compromising for years as the talent war heats up. This is why we believe the “ME INC’, gig, freelancer economy will grow.  

7. Organizations restructure to focus on team over individual performance.

The concept of teams is fast evolving, like everything else in the workplace. Employers need to figure out how to be inclusive and innovative with teams, across space and time.  With the advent of ABW, virtual working, flexible working and freelancing, leaders need to be equipped to lead diverse teams ensuring effective high touch team leadership strategies and skills and advanced team membership skills by all team members.

8. Workplace wellness, and well-being, become critical employee benefits for attracting top talent.

Companies realize that workplace stress is the biggest health issue that employees face so they invest in creating a more relaxing and healthier environment for them.

In our experience, most Australian employers have not fully appreciated this.  Many pay lip service to health, wellness and stress issues, few are providing real benefits and education here. Workplace stress is the No. 1 undetected cost and problem for all workers.  A recent study estimated that stress costs Australian employers $10 billion.  We believe it is more likely 4 or 5 times that as most employees do not report stress as stress. In fact in our work, we notice that very few people label stress correctly! Furthermore, most people do no understand that by the time they feel ‘stressed’ that has been building for months and possibly years.  We also believe that stress is a major contributor to the reason many change programs fail to deliver what is required.

We are passionate about improving the employee experience and we offer a wide range of wellness programs to help employees identify and prevent stress early.  

9. Companies get creative with their employee benefit packages and perks.

Employers need to review their reward and benefits programs to keep up with the changing expectations of their workforce.  We have long advocated for innovation here and providing the right mix of reward and benefits that employees value.  Getting this trend right, goes to the Employer Value Proposition as well as assisting employers in the Talent War.

10. Office attire and workplace culture becomes more casual.

In Australia,  many employers area aleady embracing this trend. Most we work with have a casualised approach.  Most employees expect some level of casualness.  

Here is the full article.