6 workforce trends to watch in 2023 (insights from public sector employers)
Public service leaders offer important insights on approaches to workforce management and support that all employers could benefit from, according to MissionSquare Research.
The New Year has brought some of last year’s problems with it, not least of which is the labor issue facing employers. That issue has affected both the private and public sector markets’ ability to attract and retain new talent.
However a new report from MissionSquare Research Institute highlights key strategies that public service employers can take this year to attract employees. They include:
Communicate full value of benefits – The wages advertised for a position represent only a small portion of the full value of a job’s financial and other benefits. Public service jobs often include more than “traditional” benefits like health insurance, pensions, and deferred compensation. Benefits also can include paid leave, life insurance, flexible scheduling, and student loan or housing assistance. And, job benefits also can offer important intangibles like greater job stability in the public sector.
Customize recruitment appeals – Diversity, equity, and inclusion (DEI) programs are important to many jurisdictions’ recruitment and retention efforts. Each position’s recruitment plan may include new audiences, active partnerships with outside agencies (e.g., colleges, school districts, job training programs, neighborhood or civic associations, specialized media, and private sector groups). It also may include outreach that communicates in ways that best resonate with audiences — trading bureaucratic descriptions for mission-focused appeals and plain text.
Maintain retirement plan funding – Full funding of retirement plans supports the dual goals of long-term fiscal stability and leveraging retirement plans to serve as effective workforce recruitment and retention tools.
Related: 401(k)s are “substantial” retention tools for small & medium-sized employers
Restructure the workforce – Workforce restructurings anticipated in 2023 and beyond stem not only from the pandemic and economic changes. They are also tied to evolving technologies touching every field from accounting to customer service to transportation. And while automation may not fully replace certain jobs,
it is certain to contribute to job restructurings, the need to update job descriptions, and the consideration of part-time or temporary staffing models.
Take a holistic view – Employers should lean into difficult conversations with team members about their financial stress, workload, health, or childcare issues. Employers can also engage with their workers to better understand their career goals, preferred professional development paths, and the aspects of their jobs they find most rewarding.
Prioritize data driven decision making – Public service workforce management cannot be viewed as something that is only managed at budget time or the end of a worker’s career. Instead, it requires timely analysis of recruitment results, regular check-ins with existing staff, and strategic action on the data collected to avoid preventable staffing or retention problems.