🌟 Welcome to the first newsletter of the year! 🌟
Many HR service and tech providers are looking at the global analyses of the 2024 trends and commenting as if they apply to Sweden. However, our country looks quite different. Last week, I listened to Gartner's overview of their 2024 Future of Work Trends, and in this year's first newsletter, I reflect on these trends in relation to us in Sweden. At the end of the month's reflection, I summarize what HR leaders in Sweden should focus on in 2024.
Trends report provides "insights into the top workplace trends for HR leaders in 2024 and strategies for achieving better results in terms of talent".
Actually, I am writing this chronicle to make it clear to all of you that we do not resemble the image Gartner presents. Their report may be relevant for a few companies in Sweden, and instead, I recommend that you talk to HR Association, CGHRM, me, or any other knowledgeable organization to prioritize your focus. This year, I was surprised that several trends in the report were so far from our focus in Sweden and our needs in 2024.
So let's break down what Gartner is saying in relation to Sweden and Swedish organizations. They have divided the 9 trends into four areas:
Overall, I agree with the importance of these four areas, but the details behind them look quite different in Sweden.
Yes, there is no doubt that Gartner is correct, i.e., that expectations are increasing from employees. However, our major focus in this area is on employee experience—digitizing and modernizing the employees' experience and leveraging insights from employee surveys to tailor our workplace to better retain and engage talent.
Gartner highlights three trends:
Gartner Trend 1: The cost of working at a workplace. That is, the return to offices negatively impacts the economy of employees. Costs for childcare, commuting, work attire.Hm, not really something on our agenda.
Gartner Trend 3: A 4-day workweek becoming normalized.Not quite in Sweden. We can probably count the organizations that have experimented with a 4-day workweek on one hand. However, the curiosity is currently significant. Feel free to listen to the episode of the HR Digitalization Podcast on this topic.
HR Digitalization Podcast - Work Smarter, Not Harder - with a 4-Day Workweek
Gartner Trend 7: Climate changes impact our benefits. Major natural disasters affect what should be offered to employees, such as support physically, mentally, and financially during disasters.Here, I am curious if this is something you discuss if you have employees in areas where significant environmental disasters have occurred recently, such as floods, fires, etc.? But as one of the major trends in 2024 - no.Instead, I think our focus is on how we will meet the upcoming sustainability reporting and regulations regarding salary transparency.
Yes, once again. Gartner is correct. "Leadership and manager development are the top priorities for HR executives in 2024." But our challenges in Sweden and Swedish organizations revolve more around our way of leading, the ability to lead in hybrid organizations and among younger generations, being personal, genuine, and attentive. We also load so many tasks onto our managers in the Swedish model that they don't have time to be leaders. Moreover, in many cases, they have excessively large workgroups to lead.
Leading is one of the most enjoyable aspects, but it takes time 🕰️
Gartner Trend 4: Conflict resolution in employee groups is the next indispensable skill for managers. Here, they point to politics, polarity, and the reinforcement of these through social media as the reasons workplaces become much more conflict-prone.I think this is a very USA-centric trend. And while it is important to be able to resolve conflicts, I once again question Gartner's global perspective in their trends this year.
Gartner Trend 8: Diversity, Equality, and Inclusion are not disappearing. It becomes the way we work.Here, I reflect that in some areas, we have made significant progress in Sweden, while in others, we have not made any progress at all. Feel free to listen to the podcast episode below for more insight into the matter. There is so much more we can do in this regard than we currently are.
HR Digitalization Podcast - Can Diversity & Inclusion Be Measured?
This whole area is a big YES! Here, you should invest time and focus.
Gartner Trend 6: "Skills take precedence over degrees as the traditional way of finding competence changes."
YES! Finally, a trend I agree with.
Gartner Trend 9: "Career stereotypes change in line with workforce changes."
YES! We need to change our approach to recruiting, finding, and developing skills. We need to explore gaining access to skills in new ways, such as moving in and out of employment, gigging, and working at multiple workplaces simultaneously.
Certainly! No doubt about it. But as a country and as organizations, we must leverage the technology available, with a focus on the internal aspects of the organizations. Not just to develop our offerings to customers. And here, we are lagging behind, as you are probably aware. AI is advancing rapidly, but if the focus in Gartner's report is on AI, it is crucial to build the foundation first, i.e., one's own competence and digital structure.
Gartner Trend 2: "AI creates, not diminishes, job opportunities."
Yes! There is significant concern throughout society about what will change. No one knows. And, of course, we need to focus on building competence in the field so that we can understand what and how we can evolve and where AI adds value.
Gartner Trend 5: "GenAI experiments will provide tough lessons and painful costs."
Just like with all new technology, being a pioneer comes with a cost. The difference is that Gen AI is something that affects everyone.
Is this a trend we should devote energy to now? I think that organized entities that have already digitized can do so, while other organizations can use AI as an interest generator in the organization but be cautious about how much time is spent there, time that could be allocated to more crucial matters.
My opinion is that HR leaders in Sweden should focus on:
Develop your strategy based on your specific needs. And then GO - Just GO! 🚗
It is evident that the economic conditions have impacted the industry, and I observe fewer events related to investments and acquisitions within the sector. The newsletter includes only one such piece of news today. Instead, the main focus is on trend spotting for 2024. But let's start with another important update:
Several participants in my courses and networks have received support for their participation from the restructuring fund, covering both course fees and travel expenses.Employers can receive support for: educational costs, additional costs during training, such as literature, travel, accommodation, etc., costs for supervision/coaching, and much more.
Course Registration: Basic Course in Digitalization and AI for HR on February 13-14, 2024, in Stockholm
Cinode provides a SaaS platform for consulting firms with a focus, among other things, on competence. They have just announced their expansion into the Netherlands.
More reports and articles have emerged if you are curious about what others are predicting beyond Gartner's report:
The year is starting quite calmly. We understand that you all need to focus on the HR activities that tend to be intense during this part of the year. However, a few things are good to include in your calendar, especially planning your trip to Amsterdam in May. You can find my discount code below 👏🏻.
All activities are listed in chronological order.
An exciting event that not only focuses on HR Tech but is also very inspiring in the broader tech context.
You can read more about the event HERE.
This is the digital version of my favorite event that I attend in Las Vegas every year. And it's free. All you need to do is take some of your evening time, sit comfortably, and join in:
You can read more about the event HERE.
It's usually a highly inspiring event focused on recruitment, featuring a lot of innovation and technology!
You can read more about the event HERE.
Will we see you there? I will be speaking on May 3 on the topic of Sustainability and HR Tech ✋Feel free to use my discount code ANNA50 for a 50% discount on the ticket. You can find the agenda HERE.
The goal of the newsletter is to cover news in the HR Tech market and the digitalization of HR in various ways, in addition to sharing episodes of the HR Digitalization Podcast.Comment! What would you like us to write about next time? Any specific topic you're curious about? You can participate in shaping the content.
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My name is Anna Carlsson, and I'm a curious HR Tech analyst with over 20 years of experience at the intersection of business operations, human aspects, and technology. My passion is to lead the movement for the future of HR by co-creating it with clients and colleagues, as well as educating and developing organizations and individuals.
I run HR Digi, which includes the HR Digitalization Podcast.
👉 Book a digital coffee with me, and we can discuss how I can support you in your work.
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