What Our Workers Want From Us

This piece was written by Bonusly’s personal VP of Individuals Operations. Take pleasure in! 🙌

With 2022 coming to an in depth, HR leaders are organizing conventional end-of-year celebratory occasions and wrapping up duties at a quick and livid tempo. Within the midst of all of it, I’m discovering time to replicate on this 12 months’s themes—a vital step in getting ready for what’s to return. My hope in sharing ideas from the previous 12 months is that can assist you replicate and plan with a function for 2023.   

As VP of Individuals Operations at Bonusly, my group and I purpose to serve managers, workers, and potential workers. A couple of of our many focuses embrace recruiting, efficiency administration, worker engagement, recognition, retention, advantages, and extra.

With over 20 years of expertise in folks operations, I’ve spent lots of time growing new packages, studying, and adapting to alter within the office—and 2022 was fairly eventful in that sense.

So what did we study? What can we anticipate subsequent 12 months? What does all of it imply and the way can we do higher in 2023? 

To spice up worker retention and plan for a profitable 12 months:

Download the 2023 HR checklist

What occurred in 2022? 

long list

Fixed change

Unsurprisingly, the office continues to be evolving. In my expertise, I do not assume I’ve ever seen this a lot transformation at this tempo earlier than. This speedy change was mirrored via record-high wage will increase, the push and pull of distant versus in-office work, and ongoing financial uncertainty regardless of a scorching (although steadily cooling) job market. 


Financial uncertainty

With the markets acting at suboptimal ranges, the tech world skilled layoffs. Whereas some layoffs had been predictable (assume in-home train tools), others had been a product of market fluctuations. In the end, our economic system was booming after which we successively entered a bear market which introduced the problem of record-high inflation charges together with it. Regardless of this uncertainty, corporations nonetheless struggled to seek out and hold high expertise.

In conversations with my colleague and Bonusly CEO & Founder, Raphael Crawford-Marks, he said: 

Right now, corporations are going through: historic wage inflation, two job openings for each job seeker, and the variety of nationwide ‘quits’ monthly are nonetheless above 4 million (pre-pandemic, it had by no means been above 3.5 million). All of that equates to corporations having a tough time discovering and conserving the expertise they should be profitable.


A difficult world

Exterior of the normal confines of labor, folks reckoned with important international challenges. Day-after-day a brand new thread of considerations appeared to floor; unceasing social inequities, battle, environmental threats and pure disasters, and a seamless pandemic collectively weighed on humanity. And it could be robust for it to not.


An absence of Range, Fairness, and Inclusion (DEI) efforts

In the case of variety, fairness, and inclusion (DEI), we nonetheless have lots of work to do. Whereas some progress has been made, the impression of George Floyd’s homicide and the civil unrest that adopted put critical and lasting stress on employers to take significant motion. It was a high precedence for workers. In reality, a 2022  GoodHire research of three,000 employees discovered:


 81% of all respondents would take into account leaving their job because of an employer’s lack of dedication relating to DE&I.


Nevertheless, within the tech business, efforts are nonetheless missing with solely 42% of corporations surveyed for BuiltIn’s State of DEI in Tech 2022 Report saying that their management set variety hiring objectives. 

To spice up worker retention and plan for a profitable 12 months:

Download the 2023 HR checklist

What workers want in 2023


Basically, workers nonetheless need the identical issues

Even after a tumultuous few years, individuals are nonetheless folks—all of us need function, progress, and belonging. Workers wish to work for corporations that align with their values, assist them develop their careers, and acknowledge them for his or her work. These needs could seem easy, however it is very important acknowledge them—as a result of it tempers the sweeping change we noticed in 2022. 

HR objectives for 2023: 

  • Spend money on a devoted worker recognition program
  • Evaluate and replace your skilled growth and efficiency administration finest practices.
  • Survey your group—their suggestions is invaluable when figuring out areas of alternative. 
  • Empower your managers with instruments to help their workers. A couple of sources to get began with: 
  • Assist workers discover function at work and join along with your firm’s mission, imaginative and prescient, and core values.

To achieve success in enterprise, we should deal with workers as human beings

Prior to now, (and never even that way back) most employers did not put a lot thought into how they handled their workers. And workers hardly ever modified industries or jobs, not to mention questioned processes or firm practices.

Worker engagement, firm tradition, and DEI had been seldom talked about. Nevertheless, the pandemic tipped the scales in favor of employees and so they left their jobs in droves.

In 2022, we noticed developments like “Quiet Quitting,” which challenged the “hustle tradition” mentality of going past your job description. This pressured organizations to reconcile and, regardless of a cooling job market, economists say workers nonetheless have the higher hand.

Now, firm leaders are beginning to see the enterprise case for prioritizing the well-being of their workers. In the end, worker expectations have modified and organizations should adapt to stay aggressive.

Crawford-Marks agrees:


If a company or a division hits exhausting instances, it’s usually probably the most in-demand and gifted workers who’re prone to bounce ship. So what are corporations doing or investing in to maintain the expertise that can assist them survive difficult instances?

The ‘win-win’ reply is to create an atmosphere the place workers really feel completely different and higher about their jobs than they do now.


The treatment is what we, Bonusly, have labored in direction of for the reason that firm began a decade in the past.

HR objectives for 2023: 

  • Present appreciation on your workers (we will’t stress this sufficient).
  • Be proactive and clear in acknowledging challenges. This contains company-related obstacles in addition to present occasions that could be impacting the well-being of your workers.
  • Be looking out for burnout and prepare managers on addressing it with their groups.
  • Evaluate your organization’s perks and advantages and guarantee there may be enough help for worker psychological well being and wellness.


Concentrate on worker connection

Workers really feel an absence of connection. Harvard Enterprise Evaluate discovered that 65% of employees report considerably much less connection to coworkers and 76% of hybrid workers reported they do not really feel related to the corporate’s tradition.

HR objectives for 2023: 

  • Prioritize significant digital and (gasp!) in-person connection time.
  • Take intentional steps to enhance your organization tradition.
  • Prioritize DEI initiatives that foster a way of belonging.



Problem the established order and embrace flexibility

We will do higher at additional questioning the methods of the previous. I usually take into consideration the traditional practices of labor and marvel, “do we actually want to do this?” An 8:30 am assembly could be inside working hours, however are we getting one of the best out of a specific particular person? And the way can we empower managers to finest help in that analysis? 

Distant work is one other nice instance. There’s no good various to in-person collaboration, however does that imply workers should be on the workplace 5 days per week? 

I’ve heard tales from friends about returning to the workplace and I believe to myself, “Why?!” We had one of the best work-life stability situation handed to us when corporations went hybrid or distant—have we discovered nothing? We needs to be discovering new methods to work collectively. Throughout the pandemic, labor productiveness grew at an annualized charge of 11.2%. Going distant was new, and it labored. 

Plus, a latest Mckinsey research discovered that when supplied, nearly each single worker would take the chance to have a versatile work schedule. The outcomes additionally revealed that flexibility is a high motivating issue for locating a brand new job. 

HR objectives for 2023: 

  • Hearken to what your workers want, whether or not in 1:1 conferences, via pulse surveys, or throughout keep interviews.
  • Create a 2023 hybrid work plan.


The takeaway

2022 was a 12 months of constant change, financial instability, worker inequity, and stressors at and outdoors of labor. Whereas truthful compensation will all the time be essential to workers, it’s not the only purpose individuals are engaged and fulfilled at work.

As Crawford-Marks informed me just lately:


There are lots of industries which are having a tough time discovering and retaining expertise proper now, and people corporations want to contemplate levers different than simply compensation. 


We now have a possibility to embrace the brand new 12 months with a recent method. With a purpose to get one of the best out of each teammate, we have to create workspaces that work for all of us, remembering that individuals engaged on groups are the primary driver of enterprise success. If there’s one factor you are taking with you, concentrate on giving your workers a way of function, progress, and belonging in 2023.

To spice up worker retention and plan for a profitable 12 months:

2023 HR checklist mock

Download the 2023 HR checklist

Must Read

Related Articles


Please enter your comment!
Please enter your name here