2DAYSMOOD

After an eventful 2021, we are ready for a new year. New year, new opportunities! This also entails new developments in HR. Where we counted on monthly check-ins and remote leadership last year, we are now looking at 7 very new HR trends for 2022.

Trend 1: Focus on mental health

"Hey, it's okay!" That is the statement of the Dutch national government. According to them, about 43% of people will suffer from a mental illness at some point in their lives. Including occupational disease number 1: a burnout. But that's not all. Many organizations have employees who suffer from mental complaints. They often do not dare to share this and managers do not know how to start this conversation.

Attention to the mental health of employees is very important. If an open discussion is held about this, this can counteract absenteeism. And absenteeism comes with a high price tag for organizations. Therefore, do not necessarily ask about psychological complaints, but about what someone needs to be able to do his/her job well.

Trend 2: The tight labor market

The war for talent is not over yet. In the third quarter of 2021, there were 126 unfilled vacancies per 100 unemployed in the Netherlands, according to Statistics Netherlands. This means that there is plenty of choice for people who apply for a job, but that it is more difficult for organizations to attract talent.

Not only that, you also have to ensure that your current talent continues to bind to your organization. If more people leave your organization, you have a leak somewhere that needs to be closed. Because a high turnover does not bode well with the current market. That is why it is good to have an honest and open conversation with your departing employees: why are they leaving? Could you have prevented it? A good offboarding procedure is a reactive approach – you can read more about the proactive approach in one of the following HR trends of 2022.

Dive deeper into employee offboarding with the 2DAYSMOOD tool

Trend 3: Hybrid working is here to stay

We might have all seen this one coming, but hybrid work is here to stay. In the past (almost) 2 years we have switched a lot from working from home, to hybrid and back again. But one thing is clear: a good hybrid policy is essential for the future of your organization. The fact that we partly work from home also means that there is less connection between colleagues and teams. And the online games and meetings are more and more tiring after a year and a half.

Hybrid working creates a certain isolation of teams or individual employees. And it's important to counter that. Therefore, in 2022, HR will need to be more aware and involved in reshaping the way collaboration and co-creation take place. Think of setting up a good (physical or digital) workplace and digital platforms with which employees can work together anytime and anywhere. And don't forget to ask your employees about their hybrid working experience.

Trend 4: Sustainable employment is becoming a requirement

It was already mentioned above: in the current labor market you have to keep employees as much as possible. This can be done reactively (examining why people leave) but also proactively: creating a sustainable working climate in which employees do not want to leave.

According to research by Berenschot (Dutch), topics such as development and employability are still the top priority for respondents. A sustainable employer ensures that employees can continue to work with pleasure for as long as possible, at whatever level. That also means investing in professional and personal development. For many applicants, such a working climate is now more of a requirement than a nice side effect. Therefore, invest in the sustainable working climate of your organization in 2022!

Trend 5: The ‘Great Resignation’

You may be familiar with the term 'Great Resignation'. We have seen this especially in countries such as the United States since the spring of 2021. Records are being broken there in the number of people who voluntarily quit their job. In the past year we have seen the eNPS (score that employees give for good employership) rise considerably in the Netherlands, so the question is whether we will adopt this trend. But here too the following applies: if you are well prepared for this and have a healthy work culture, you can prevent a lot of damage here.

Trend 6: Diversity, inclusion and belonging in the workplace

Diversity in the workplace is becoming increasingly important. This means that you can be yourself at work, but also that the organization has a diverse workforce. Not only in terms of cultural background, but also in terms of age, education level, gender or sexuality. And don't forget employees with disabilities.

Yet many organizations are not actively working on this yet. Because how can you ensure that you create an inclusive work culture? That is often more difficult than just saying that everyone (regardless of the above aspects) is welcome in your organization. We therefore expect that more steps will be taken in 2022 in this regard.

Trend 7: Continuous listening to your employees

'Continuous listening' is a term that we have heard regularly at 2DAYSMOOD. That is why it definitely belongs in the list of HR trends for 2022! A continuous listening strategy means that you ask your employees for feedback more often. Many organizations still use the annual employee satisfaction survey. But this takes a lot of time and is often no longer representative as soon as the results are known.

That is why you have to listen continuously: give employees the opportunity to be involved and give input. Sending short surveys on a regular basis saves you a lot of time and gives you insights faster. This also allows you to anticipate change faster and keep an eye on how your employees are doing. Listening is one of the most important skills you must possess as a manager, team leader or HR manager!

Which HR trends do you expect for 2022?

These are the 7 HR trends we expect to see in 2022. Hopefully this preview of the HR trends of 2022 will put you in action mode. What are you going to do now to be able to respond more smoothly and faster to the changes that are coming in the short term?

Get started with the 2DAYSMOOD tool: a fast, simple and innovative measuring method. Request a consultation!

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Happy employees make happy customers

These (HR) managers use 2DAYSMOOD and make real impact!

How? Our measuring method is the renewed employee survey, because it’s faster, easier and science based. A continuous source of data with which you can improve your (team) culture step-by-step and increase employee happiness. In short, that is profitable for your organization!

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Jan-Herman Hanskamp

HR director, Royal Rotra Group
"2DAYSMOOD is highly valuable, because you gain continuous insight into your company culture, collect targeted feedback and are able to see trends."
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Emma Sluman

Project manager sustainable employability, ProRail
"Since we use 2DAYSMOOD every week, we have more grip on our culture. For instance, the experience of workload and what drives employees."
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Rita Blankenberg

HR Business Partner Digital, Municipality Alphen a/d Rijn
“The look and feel is happy and the data is useful. For example, the continuous feedback divided into teams, shows you exactly what you can improve.”
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Robin Gerritsen

Director Recruitment, Tempo-Team (Randstad)
“Firstly the number of happy employees has increased from 66% to 80% in five months. And secondly we continue to see a positive trend!”

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Dr. Marvin Deitz

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