How do you plan for the unpredictable? If there’s one thing we know for certain about 2023, it’s that the IT industry will still be in a state of constant adjustment.
The past year has been spent trying to control the mercurial job market, and then unlearning everything we knew about it. For organizations, this coming year will be about managing the skills crisis and harnessing all resources for retention and internal recruitment. HR leaders are predicting performance challenges as growth slows down.
How will the workforce meet these challenges?
Between the post-pandemic reality, the Great Resignation, and the global economic slowdown – the workforce has been in constant fluctuation for nearly 3 years now.
Organizations have expanded and then had to downsize, in some cases repeatedly. Loss of organizational knowledge during these sudden changes can be traumatic to an organization, especially those with complex workflows that are more often than not stored in employees’ minds and memories.
For these organizations, designing scalable training is key.
Consider learning content that is:
Remote work is here to stay. For better or worse, the combination of Zoom and pajamas is one of the habits that have sneaked in during the COVID years. For many in the IT industry, remote work is now a must-have as part of their benefits negotiations.
This creates a whole new set of technological needs: how to drive efficient communication; establishing a work culture that is not based on face-to-face communication; onboarding practices; procurement for a distributed workforce, and of course – managing IT support.
Companies must find a way to help employees manage technical issues without overwhelming support centers. With regard to IT trends, we’ll be seeing enhanced search and prediction capabilities will make knowledge-bases friendlier.
Another trend to look out for are smarter chat-bots that are more data-driven with improved Natural Language Processing (NLP) capabilities
We’ll also be seeing more self-service support that empowers employees to be more proactive and independent in seeking technical solutions.
A creative way of dealing with an overly dynamic workforce is to provide new skilling opportunities for employees in the organizations. Reskilling offers solutions for a variety of needs.
Another shift in work routine brought on by the changing work-scape – the need to train a remote workforce.
In many ways remote work has opened a gateway to more inclusive teams, allowing managers to recruit employees located in different continents. While it’s a great opportunity to diversify the workforce and enrich teams with ideas driven by cultural heterogeneity – it’s a huge headache for the IT and Learning teams, who now cater to different time zones.
Always-On Learning solutions bypass this issue, as they offer on demand training that supports effective change management from afar. Employees can get trained in their own pace, at their own time, when they are most receptive.
Now more than ever change and transformation are capabilities that organizations need to master. This ability will determine how organizations will navigate the many global economic changes yet to unfold. Organizations will need to learn how to mobilize employees with speed and agility, and enable new employees to hit the ground running.
As always with business needs – they can transform into opportunities for growth and inventiveness. 2023 is going to be illuminating in how market leaders and organizations plan to turn lemons into limoncello.
Noa joined the Oracle University marketing team when Oracle acquired Iridize. With a strong background in digital marketing, UX planning and customer strategies, Noa headed the content team in Iridize and now joins Oracle as a resident Guided Learning and content expert.