‘Tis the season for prediction making, and we’ve asked some of our Fuze leaders for their thoughts on what’s in store for the future of work, HR, and communications tools over the next year. Eric Hanson, Lisa Walker, and Brian Powers weigh in below with their top 2022 predictions:
Eric Hanson, CMO at Fuze
Embedded communications experiences will come to the forefront
As the distributed workforce continues to grow globally, traditional communications will evolve to become more tightly embedded within business work streams to better meet employee’s lifestyles and needs. Over the course of 2022, we’ll see communications tools become integrated as features in workplace products, cutting into the market share from the main business communications players.
Prepare for an automated communications future
As organizations continue to drive their digital transformation initiatives, we’ll see traditional communications experience a ‘sci-fi’ renaissance where corporate communications channels will become an extension of the worker. Innovations within certain technologies such as natural language processing, artificial intelligence, augmented reality, robotic process automation, and 5G will drive more productivity and business continuity in the workforce by automating more menial tasks through tools such as digital assistants.
Lisa Walker, VP of Brand and Corporate Marketing at Fuze
Those who can will leave their jobs over a forced commute
As organizations continue to solidify their office reopening plans, those that do not give their employees the flexibility to avoid their pre-pandemic commutes will see workers leaving for employers that offer true flexibility when it comes to where and when employees can work.
Distributed teams will spur adoption of next-generation culture apps
As more organizations adopt a hybrid work model with distributed workers and teams, they will embrace more tools for remote culture bonding - such as Weve for team building and Thrive Global for employee wellness - rather than relying on video meetings to solve their wellness and culture challenges.
Brian Powers, VP, Talent Management & Acquisition at Fuze
A growing need for well-defined HR policies and procedures for the hybrid workplace
HR professionals must collaborate with business leaders to provide much-needed guidelines around hybrid work rules, which will include developing distributed and uniform HR processes that give leaders the tools they need to manage talent while ensuring all employees are receiving the same support they were used to in more traditional, co-located operating models. There will also need to be greater clarity around performance standards company wide, as well as discussion around providing classic services - such as onboarding - in new, virtual or digital forms.
Talent acquisition will become tech-focused and a focal point of business operations
Historically, talent acquisition has been a key contributor to business success while falling under the HR department or team. But over the next year and beyond, talent acquisition will become much more integrated into business operations as business leaders embrace talent management as an essential business process that impacts business continuity. With this, we will see the broad adoption of AI recruiting technologies as leaders work to find the right mix of talent to execute business strategy and workforce planning.
Make sure to check out some of our other recent predictions posts for more insight into what’s to come in 2022: