Nov 30, 2023

By LDN Guest Post 5 minute read Change is happening at a rate like never before thanks to the popularisation of AI, along with the ever-increasing pace of organisational change. In fact, according to recent CoachHub research, more than half (56%) of organisations are already using AI within their HR function. As AI’s role continues to develop, and skillsets continue to change, it is vital that leaders prepare early, ensuring that their workforce is equipped with the skills and resources required for the trends of the coming year. Behavioural scientists from CoachHub , the leading global digital coaching platform, have shared their top predictions for work and careers in 2024, as well as providing their expertise on how organisations can remain on track for success. 1. Future-focused organisational transformation will become the norm Over the coming year, the pace of organisational transformation will continue to increase , resulting in a shift in priorities as businesses adapt to new challenges. HR leaders must be prepared, providing upskilling opportunities to support employees through transformation. These will benefit from a blend of AI and human support, avoiding the fear held by almost two-thirds (63%) of coach buyers that AI could contribute to a loss of human touch. “People are at the centre of every change an organisation makes. They are what makes a company tick and can have a huge influence on the success of any significant shift. Digital coaching can be a great way to invest in employees, by equipping them with skills that make them resilient to regular change,” says Mat Piaggi, Behavioural Scientist at CoachHub. 2. AI upskilling will be a non-negotiable in learning and development AI is increasingly becoming intertwined with our work and lives, and 34% already agree that AI is a useful addition to their coaching and learning and development programme. While the younger generation might be more adaptable to this change, everyone must be trained for this pivotal shift in the workplace. In the next year, organisations must place upskilling at the centre of their learning and development priorities to ensure that everyone in the workplace is ready to use AI effectively. “AI is Collins dictionary word of the year , with its popularity already reflected in the changes to workplaces and employee skill sets. In 2024, the emphasis on AI upskilling is likely to continue, not only because AI brings value to the workplace, but also to individuals, who can add more digital skills to their toolbox,” says Mat Piaggi, Behavioural Scientist at CoachHub. 3. Organisations will adapt to an ageing workforce For the first time in human history, there are currently more people on the planet aged 64 and older than children younger than five . Within this context, older workers are becoming increasingly important for organisations. Leaders must design meaningful careers for older workers to encourage retention. “Often, organisations focus on attracting young people who are just starting out in their careers, but as the workforce is progressively getting older, this focus will need to shift. Organisations can benefit from the decades of work experience that older workers bring, relying upon them for internal upskilling like mentoring for younger colleagues. Coaching can be a great way to ensure that older workers develop the skills for mentoring, as well as providing the space to reflect on the unique offerings they have developed throughout their career,” says Sarah Henson, Senior Behavioural Scientist at CoachHub. 4. The trend of ‘job-hopping’ will not fizzle out Job-hopping is when someone changes roles multiple times over a short period of time. There are a variety of different motivations for this, such as seeking a better work-life balance, looking for different company values, or a more enjoyable employee experience. The Office of National Statistics found that people who spend less time in a position are more likely to see higher growth in wages. With this in mind, retention will be key in 2024, with coaching acting as an attractive benefit that organisations could offer. “Formerly a recruitment red-flag, job hopping has become standard as people search for a job that works for them. Organisations can play an active part in driving employee retention by making sure that employees feel fulfilled in their jobs. Learning and development tools like digital coaching can boost employee satisfaction, as individuals feel that their employer is investing in their success,” says Rosie Evans-Krimme, Director Innovation Lab & Behavioural Science at CoachHub. 5. ‘Un-learning’ will provide calm in the complexity of the workplace Finally, in an age of information overload, unlearning and the efficiency of single-tasking will continue to become more popular. Unlearning is whereby you question the processes you know, and decide whether or not this is the most efficient way of doing something. This often means reducing the complexity of work to allow employees to focus on what really matters. “We’re being constantly fed information, in and out of work from our phones. Being able to take a step back and being able to reduce the complexity of tasks at work can provide a sense of calm and control, by reducing the feelings of overwhelm and increasing productivity,” says Rosie Evans-Krimme, Director Innovation Lab & Behavioural Science at CoachHub.