2023 is just around the corner – so what workplace trends should we be prepared for? Indeed and Glassdoor have just released their annual Hiring and Workplace Trends Report, featuring smart insights on the future of work. This year’s report focuses on how a handful of recent shifts are likely to continue evolving, transforming how we think about work and what the employer-employee relationship looks like.

Let’s take a look at the five top takeaways from the Indeed/Glassdoor report – plus, what they mean for you.


  1. Tight Labor Supply Will Continue to Impact Hiring

 The immediate challenges of the peak pandemic years may be behind us, but don’t expect hiring to rebound to pre-2020 norms. Although those particular pressures may shrink, other, long-term labor supply issues will make hiring a continued challenge in the near future. One key factor driving this shrinking labor pool is the shrinking number of work-age adults across many developed countries, including the U.S., the U.K., Canada, several EU countries, China, and Japan.

Healthcare has already been facing staffing shortages. Between the stresses of the pandemic, negative experiences with demands on stretched-thin staff or with members of the public, or sheer burnout, people have been leaving healthcare in droves. 2022 has, however, seen more jobs added in healthcare, including in long-term and senior care, so look for 2023 to be another year of slow rebounding that requires a careful, thoughtful recruiting strategy.


  1. Remote Work Is Here to Stay

 Remote work has become a staple of the working world over the last few years, and to the surprise of many, it’s been incredibly effective – and it’s not going anywhere. Both job postings and job searches mentioning remote work are still up significantly from pre-pandemic levels, as more people prioritize some form of remote, hybrid, or flexible work. While surveys have found that only around one-third of jobs are truly well-suited for remote work, many companies are leaning into it to fill in-demand roles in fields like software development, marketing, finance, and more.

The healthcare world is one that isn’t quite as affected by the remote work trend as other sectors. After all, patient care and treatment – other than fairly basic “virtual appointments” – has to be conducted in person, and this is especially true for long-term care organizations. Instead, this sector will do better to focus on improving work-life balance and supporting employees in terms of schedule flexing, sufficient staffing levels, and clear boundaries for time off.


  1. As Workers Seek Higher Pay, Benefits Set Employers Apart

 It’s simple: better pay is still top of the list for today’s job seekers. Among employed U.S. workers between the ages of 25 and 54, “higher pay” was the top reason for seeking a new job. Combine that with ongoing wage gains and inflation, and workers are expecting higher pay at a minimum. To stand out, companies are re-evaluating their overall employee value proposition, including benefits – both traditional ones like PTO, retirement, and health insurance, and “newer” ones like commuter benefits, flexible scheduling, and mental health support.

Because of the situation in healthcare over the last few years, support-focused benefits are especially important. In this competitive marketplace, it can make a big difference to have robust PTO, mental health benefits, and flexible scheduling where possible. Burnout is an ongoing concern in this field, so the best benefits are the ones that allow employees to rest, regroup, and feel genuinely supported even on the tough days.


  1. Happiness and Wellbeing Matter

 It’s been a tough few years for everyone. Those stresses, combined with new priorities and new labor market information, has led to more employees prioritizing a positive culture, more support, and a greater sense of satisfaction and purpose in their work. Stress can lead to decreased satisfaction and more turnover, while positive changes can have a major positive impact on retention. In fact, an increase of just one star in a company’s Glassdoor rating corresponds with a 6 percent drop in the likelihood of U.S. employees starting new job applications, and that number goes up to 15% in Germany, 19% in the U.K., and 25% in France!

It’s easy for healthcare organizations to focus only on patient care and let employee care go by the wayside – but that will just lead to turnover. Fortunately, a high proportion of workers have gone into the field because they feel a real sense of passion and purpose, so the key is embracing that. Healthcare is stressful enough even under the best of circumstances, so spending some time and effort on building a more positive, supportive, and healthy workplace culture can help remind people why they started these careers in the first place.


  1. The Changing Workforce Is Pushing Diversity, Equity, and Inclusion to the Forefront

DEI continues to grow in importance, both due to external pressures and to demographic shifts. Millennials and, especially, Gen Z, are more diverse than any previous generation, and they’re also more invested in DEI. 72% of workers between ages 18 and 34 would consider turning down or leaving a job if their manager did not support DEI initiatives, but that percentage decreases with each older age bracket. However, 62% of workers overall would say the same, and 74% consider corporate DEI investment as “somewhat” or “very” important when considering new job opportunities.

Competition for top talent remains high in the medical and caring professions, so a clear, visible commitment to DEI can help to set your organization apart. This also can have a secondary effect, as a more diverse workforce may be helpful in improving outcomes and in assuring a more diverse client base that their individual needs will be met and their perspectives will be heard. No matter which particular strategies you utilize to achieve these goals, the key is making it crystal that your organization is truly committed to DEI on a meaningful level and in the long term – it’ll make a difference while competing for in-demand talent.


By Tom Zeleny, NHA