2023 Workplace Forecast

It’s no secret that the pandemic era brought about a dramatic evolution of the workplace. For business and HR leaders, the pandemic amplified the need to prioritize and support our people in a way few companies had considered before. It’s multi-faceted and complex, but the core of the solution is care, and it’s about how our people feel… not only at work, but how we support them in their lives.?

This focus on supporting team members as whole people is not only the right thing to do, it’s a proven business driver that has solidified the role of HR professionals as strategic business partners.?I believe we are at the start of a journey, and as we look across the industry in 2023 and beyond, I expect to see an expanded emphasis on employee wellness and mental health benefits, an increased focus on DEI and continued commitment to employee engagement through flexibility.

Expanded Emphasis on Wellness and Mental Health Benefits

We are continuing to reduce the stigma surrounding mental wellbeing, and I’m encouraged by the pace at which this is happening. I believe employee wellbeing will continue to be a critical focus for HR and business leaders for some years to come.

According to Gallup, workers who strongly believe that their organization cares about their wellbeing are 69% less likely than all other workers to search for a new job, 71% less likely to report experiencing burnout and five times more likely to serve as an advocate for their organization.

The numbers above speak to the power of what I call being “unapologetically human” – a term I often use with my team – which means bringing your full, authentic self to work every day, and understanding that so much of work and life have become intertwined.

I’m very proud that at WBA, we provide team members and their immediate family free access to mental health counseling, live and on-demand wellness classes and provide mental health tools and strategies through documentaries on topics such as anxiety, social media addiction, cyber-bullying and harassment. This past year, we also co-developed the Workplace Mental Health Toolkit with Mental Health America which showcases how leaders can develop or improve upon existing workplace policies that uplift workers, ensure they are valued and heard, and improve the overall culture of well-being within an organization. It’s available to all.

Increased Focus on Diversity, Equity and Inclusion

I expect that companies and organizations will continue to focus on hiring, accommodating and retaining diverse talent, and for good reason.

The fruits of workforce diversity include improved recruitment, retention, engagement and profit. In a recent Gallup poll, 42% of respondents said it mattered that “the organization is diverse and inclusive of all types of people.” Additionally, Deloitte research shows that organizations leading in DEI report higher retention rates and a 2020 McKinsey study found that more ethnically and culturally diverse organizations are as much as 36% more profitable than the least diverse companies.

To me, this underscores the value of not only hiring diverse individuals, but also training managers on adaptive interviewing, training and development for individuals who work or behave differently. To be truly inclusive, understanding and accommodating individuals with a diverse set of needs and abilities is critical.?

At WBA, we’ve always valued workforce diversity and Walgreens has led the industry in disability hiring practices over the last 15 years. Most recently, we have created a disability representation goal that is built into the design of our annual bonus plan.?We are also launching a new program designed to recruit, attract, hire and retain neurodiverse talent.

In a world where we constantly hear how scarce talent is, this talent pool is brimming with potential. Remember, more than 2 percent of U.S. adults have autism, yet fewer than one in six are employed full-time. I encourage all leaders worldwide to join us on this journey toward diversity and disability inclusion. Your organization will thank you for realizing efficiencies, accelerating growth and impacting the bottom line. And your communities and families will thank you for supporting talented individuals by believing in and realizing their potential.

Continued Commitment to Employee Engagement through Flexibility

In efforts to improve recruitment, retention and productivity, organizations will continue to build upon employee engagement strategies, even as they may also be evolving new remote and hybrid models of working.

A recent Gallup poll revealed an eight-point percentage decline of employees who say they are extremely satisfied with their organization as a place to work. We also know that low engagement rates lead to decreased productivity and higher levels of turnover, absenteeism and errors.

I believe the path to success is as simple as listening, responding and acting. Listening is foundational and constant; for me, that means being out in the field with our front-line workers, listening within the HR community, combing through engagement survey comments, and more. Only by truly listening can we understand how our employees are feeling and their unique needs. I am committed to fostering an environment where team members can be unapologetically human. When people are happier, healthier, more fulfilled and feel supported by their employer, the result is improved output, commitment and productivity.?This is not a “nice to do”, it’s a business imperative!?