As we approach 2024, the HR landscape is poised for significant transformations, and Gartner’s recent survey sheds light on the top priorities for HR leaders in the coming year. The survey, conducted in July 2023 with 520 HR leaders, identifies key focus areas that will shape the HR function’s strategies and initiatives.
- Leader and Manager Development
One of the paramount concerns for HR leaders in 2024 is the development of leaders and managers. Traditional approaches often involve providing more training or enhancing skills. However, the survey highlights a crucial insight-making the manager’s job more manageable is five times more effective than focusing solely on skills proficiency. This calls for a holistic approach, including resetting role expectations, removing process hurdles, and rebuilding the manager pipeline.
- Organizational Culture
Organizational culture takes a prominent position among HR priorities. The challenge, as identified by HR leaders, lies in the effective measurement and implementation of cultural change. Gartner’s research underscores the necessity for employees to be both aligned and connected to the organizational culture for true success. As hybrid work models become more prevalent, intentional efforts are required to foster this connection, moving beyond passive cultural assimilation.
- HR Technology
The rapid evolution of technology, including generative AI, poses a significant challenge for HR leaders. The survey indicates a need for a comprehensive evaluation of new technologies based on key criteria:
- Governance: Determining ownership, maintenance, and management of the technology.
- Workforce Readiness: Assessing the impact on current and future ways of working.
- Vendor Landscape: Exploring available vendor options and deciding whether to wait or build custom solutions.
- Risks & Ethics: Understanding associated risks, aligning with tolerance levels, and addressing ethical considerations.
- Change Management
Change fatigue emerges as a critical issue, with 82% of HR leaders acknowledging that managers are ill-equipped to lead change, and 77% noting employee fatigue from continuous changes. The cumulative impact of change fatigue can significantly hamper talent outcomes, leading to a decline in employee intent to stay and decreased performance. To address this, HR leaders are advised to proactively manage change fatigue through identification of fatigue drivers, prevention through building psychological safety, and facilitation of candid change conversations.
- Career Management & Mobility
A staggering 90% of HR leaders report that career paths at their organizations are unclear for many employees. Progressive organizations are shifting from traditional career pathing to embrace agile career paths that adapt to changing organizational and employee needs. The focus is transitioning from rigid job descriptions and org charts to prioritizing employee skills and experiences as a means to retain top talent.
As we stand at the brink of 2024, HR leaders are gearing up to navigate these priorities, acknowledging the dynamic nature of the workforce and the evolving expectations of employees in the modern workplace. The key lies in a proactive, adaptive, and people-centric approach that aligns HR strategies with the ever-changing landscape of work.