大咖谈：2022年需要关注的员工体验趋势Futurist Jacob Morgan has his eye on a few things for 2022. Here’s what he’s flagging out for the coming year.
我记得我第一次写《员工体验优势》这本书的时候，这本书是在2017年出版的，差不多有半年了。当时，它还是一个新的概念和想法。一些组织倾向于它，但许多人认为这不是一个需要关注的转变。今天，我非常自豪地说，员工体验已经成为世界各地组织的第一大人才趋势（我敢说是商业趋势）。我们终于意识到，我们需要从创建假设人们需要在那里工作的组织转变为创建人们想要在那里工作的组织。
我们现在看到了比以往任何时候都更多的员工体验工作名称、品牌和信息、团队和倡议，这是非常令人兴奋的。
现在，2021年即将结束，我想分享一下我在2022年要关注的几件事。
关注人
组织现在不再仅仅是工作的地方。它们是治疗师、餐馆、财务顾问、健身房、教练以及职业和生活规划者。这意味着我们需要从将员工视为单纯的工人转变为将他们视为人。
弹性工作是工作的未来
我已经谈论这个问题很多年了，但现在灵活的工作已经到来，我并不是指虚拟工作。我绝对相信，面对面的工作和关系仍然有其存在的意义。但灵活工作意味着我们对何时、何地、如何工作有更多的控制。
重新定义工作
在过去的两年里，各组织不得不退后一步，重新定义作为一个员工、一个领导者的意义，甚至是工作的意义。在2022年，我们将回到基础，重新审视这些定义和概念，为我们都是其中一员的新工作世界重新创造一些东西。
员工体验将占主导地位
有很多关于 "伟大的辞职 "的讨论，但我更愿意把它看成是 "伟大的机会"。意思是说，现在是利用我们所看到的变化来真正把人放在第一位的时候了。我们必须专注于文化、技术和空间，以创造伟大的员工体验。对于那些愿意适应的公司，他们将看到巨大的成功和进步。
创造性地使用人才
每个组织都在告诉我，他们正在感受到人才的紧缺，这意味着寻找、吸引和保留人才越来越难。为了解决这个问题，各组织正在超越他们自己的地理位置，创建校友网络，并超越传统的招聘策略来引进人才。是时候进行创新了。
人力资源部门转型关注人
人力资源专业人士不再是人力资源部门，他们现在必须认为自己是在进行转型。我们从未像现在这样需要人力资源部门不要像传统的人力资源部门那样思考、行动和做人。他们必须更广泛地思考未来的工作，以及他们如何能够塑造和设计它，而不是适应它。人力资源专业人员还需要开展大规模的教育活动，让组织中的每个人都知道他们是谁，他们做什么，以及他们可以如何帮助。我发现，人力资源部门以外的大多数人都不知道人力资源部门到底是做什么的。
这些是我在2022年要关注的一些大变化（还有其他一些）。这将是激动人心的一年，充满了增长和转型，而人力资源部门的领导人将处于这个中心。
记住，未来的工作不是发生在你身上的事情，而是你帮助建立的事情。扮演一个积极的角色，而不是坐在一旁。
有一句名言，权力大，责任大，但这句话的反面也是正确的。巨大的责任带来巨大的权力，所有读到这篇文章的人都有巨大的责任去做出改变，这意味着你也有权力去做出改变。
问题是，你是否真的打算用这种力量做一些事情？
A focus on the whole person
Organisations are now longer just places of work. They are therapists, restaurants, financial advisors, gyms, coaches, and career and life planners. This means we need to move away from looking at our people as just workers to understanding them as human beings.
Flexible work is the future of work
I’ve talked about this for many years but now flexible work is here to stay and I don’t mean virtual work. I absolutely believe that there is still a place for in-person work and relationships. But flexible work means we have more control of when, where, and how we work.
Redefining work
Over the past two years, organisations have had to take a step back to redefine what it means to be an employee, a leader, and what it even means to work. In 2022 we are going to go back to basics to revisit these definitions and concepts and recreate something for the new world of work that we are all a part of.
Employee experience will dominate
There’s lots of talk of the ‘Great Resignation’ but I prefer to look at it as the ‘Great Opportunity’. Meaning, now is the time to take advantage of the change we are seeing to truly put people first. We must focus on culture, technology, and space in order to create great employee experiences. For the companies out there who are willing to adapt, they will see tremendous success and progress.
Getting creative with talent
Every organisation is telling me that they are feeling the talent crunch, meaning it’s getting harder and harder to find, attract, and retain talent. To combat this organisations are looking beyond their own geographic locations, creating alumni networks, and are looking beyond traditional recruiting strategies to bring in talent. It’s time to get creative.
HR moves to Human Transformation
HR professionals are no longer in human resources; they must now think of themselves as being in human transformation. Never before have we needed HR to not think, act, and be like traditional HR. They must think more broadly about the future of work and how they can shape and design it as opposed to adapting to it. HR professionals also need to go on a massive education campaign to let everyone else in the organisation know who they are, what they do, and how they can help. I find that most people outside of HR have no idea what HR actually does.
These are some of the big changes (along with a few others) that I am going to be paying to in 2022. It’s going to be an exciting year filled with growth and transformation and HR leaders are going to be at the centre of that.
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