What to expect in 2024: An employer’s guide

As we enter another year, many trends will shape the workforce over the next 12 months. To help employers stay prepared and hit the ground running in 2024, here is a breakdown of five expected trends.

The volatility we experienced throughout 2023 will hopefully be a thing of the past in the coming year. Whether or not this is true does not detract from the importance of being prepared for anything.

Aaron McEwan, vice-president for research and advisory at Gartner, listed his picks for the five trends that will shape the coming year:

1. The end of the wellbeing crisis

Wellbeing may finally stabilise in 2024, as leaders learn to better support their workforce. Gartner’s Q323 Global Talent Monitor (GTM) survey revealed that employee wellness is beginning to level out, hitting 29.4 per cent.

“Over the past 12 months, HR teams have played a significant role in supporting mental health in the workplace. These efforts are starting to pay dividends as employees respond to initiatives implemented to enhance their wellbeing,” commented Mr McEwan.

Prioritisation of wellbeing may indeed play a larger role in the coming year. Gartner’s research revealed that 56 per cent of employees believe the experience they have in a role is equally as important to satisfaction as compensation and benefits. Employers can benefit by leveraging this and placing a stronger emphasis on wellbeing initiatives.

2. Embracing generative AI

Artificial intelligence (AI) took the workforce by storm in 2023, especially with the rise of generative AI like ChatGPT. This will likely continue in 2024, and employees agree.

Thirty-nine per cent of HR leaders believe there will be disruption over the coming years due to AI adoption, according to Gartner’s research.

“Accelerated investment cycles in generative AI, combined with pre-existing labour market shifts, have renewed debate on the future workforce in Australia – which jobs and roles are at risk and what to do about it,” said Mr McEwan.

“Next year, leaders will shift focus towards making work more manageable to augment their workforces rather than replace them. The aim will be to reduce resource-intensive processes, eliminate mundane tasks and reimagine the relationship employees have with their work to make them more productive.”

3. Productive employee monitoring

Employee monitoring may see an increase in the new year, with Gartner’s 2023 Employee Perspectives on the Future of Work Survey revealing that 67 per cent of employees are happy to share their data with their employer if it contributes to better experiences at work.

Rather than monitoring employee activity, however, Mr McEwan believes the data should be used to enhance employee experience.

“Instead of monitoring employees, leaders should consider how they can use employee data to create a more positive work environment. Gartner research reveals a third of employees would share their personal data if it meant gaining support to find information to complete a task,” he explained.

4. Online action from employees will increase

The rise of technology and social media sparks much workplace discussion. TikTok trends were flooding workplaces in 2023, and according to Mr McEwan, this isn’t going to change in the coming year.

He commented: “There’s an increase in anti-work trends, including the TikTok hashtag #worktok, where employees describe their annoying co-worker’s habits, question management choices and even live stream resignations.”

Organisations should be wary of this in 2024 and recognise the damage these issues can have if not addressed. This, again, comes down to employee experience and making sure workers are happy and engaged.

5. Focus on performance management

Engagement may take a hit in the new year, said Mr McEwan. According to Gartner’s 3Q23 GTM survey, only 23.5 per cent of Australian employees are considered to be highly engaged at work, with a meaningful connection to their job.

“The Great Resignation is coming to an end, and many employees are choosing to stay with their current employer for financial stability. A certain level of turnover can be healthy for organisations, but without it, workplaces can face the challenge of managing an unmotivated and disengaged workforce,” Mr McEwan said.

Motivation and engagement can help to reduce these problems from arising and should be on every employer’s radar as we enter the new year.