Top Priorities for HR Leaders in 2024 – Survey Results

The number one priority for HR leaders in 2024 is employee engagement and experience according to our survey. Employee engagement and experience is consistently a high priority for HR leaders as it is recognized as a driver of productivity, retention, and overall business success.

A highly engaged and satisfied workforce not only boosts individual performance but also fosters a positive work environment and contributes to improved organizational outcomes.

HR leaders know that by investing in strategies to enhance engagement and create a positive work environment, their organization can unlock the full potential of its workforce. Having engaged and satisfied employees is the driving force behind organizational growth and success.

Employee well-being and mental health came in as the second priority for our HR leaders in 2024. Employee well-being and mental health have been high on HR leaders’ agendas for several years now and many organizations have been focused on areas including; supporting the mental and physical health of employees, ensuring employees are connected and feel supported, and building employee resilience through wellbeing.

In 2024, HR leaders will be prioritizing a workplace culture that promotes a positive and healthy employee experience. This is essential if they want to retain, support, and engage employees.

Diversity, equity, and inclusion (DEI) remain high on the list of priorities for HR leaders in 2024. HR leaders recognize the value of a diverse workforce and will continue to focus on inclusivity in 2024 due to its positive effect in the workplace.

HR leaders will be focusing on creating a working environment that benefits all employees, regardless of differences such as; gender, gender identity, sexual orientation, age, race, ethnicity, socioeconomic background, and mental, and physical ability so that all employees feel a sense of belonging, value, and support from their organization.

Leader and manager effectiveness and development is also one of the top priorities for HR leaders in 2024. HR leaders realize that by continuously developing their skills, seeking feedback, and fostering an environment that encourages autonomy and innovation, leaders and managers can enhance their capabilities and drive their teams toward achieving remarkable results.

Organizations that invest in developing their leaders and managers are more likely to thrive in today’s ever-evolving business landscape.

Consistently high on HR leaders’ priorities is investing in or upgrading technology. As HR departments strive to keep pace with the digital age, investing in the right technology is key.

By integrating technology into their processes, HR professionals can streamline operations, improve accuracy, and focus on strategic initiatives that drive organizational growth.

From talent acquisition and onboarding to workforce management and employee engagement, technology plays a vital role in transforming HR departments into efficient and agile units that enhance overall organizational effectiveness. Embracing technology is no longer an option but a necessity for HR to thrive in the modern workplace.

Retaining and investing in current talent was the next priority in our survey. While HR leaders will still need to focus their efforts on recruitment and hiring, it is equally important to invest in retaining and developing the existing talent within their organizations.

There are many benefits to be gained by retaining current talent and investing in current employees including reducing recruitment, onboarding, and training new employees costs as well as increased productivity due to their knowledge and familiarity with the organization’s processes.

Furthermore, a high employee retention rate helps build a positive company culture and boosts employee morale, leading to higher job satisfaction and loyalty and in turn business success.

Organizational design, culture, and change management were the next priority in our survey. A well-designed organization ensures clarity, promotes collaboration, and enables effective decision-making.

Having a strong and positive organizational culture is a very powerful driver of business success as it affects company operations, public image, employee behavior, and strategic vision.

Furthermore, change is inevitable in any organization whether driven by internal factors such as technological advancements or external factors like market trends – organizations must effectively manage change to remain competitive.

HR leaders recognize that organizational design, culture, and change management are interconnected aspects that contribute to a company’s success. By focusing on these elements, organizations can create a positive work environment, foster employee engagement, and navigate change effectively.

Recruitment will remain high on the priority list for HR leaders in 2024. In many industries, HR leaders are under huge pressure to assist their organizations in overcoming a shortage of skilled employees.

HR leaders therefore need to develop a talent management strategy to find new ways of attracting talent. If they figure this out, they will have a competitive edge over other businesses.

While some job seekers may be driven by wages and benefits, others may be more interested in more flexibility, or learning and development opportunities. Truly understanding potential candidates’ needs and wants will be key to successful recruitment in 2024.

Due to skills shortages in many industries – skills, training, and internal mobility continue to be a top priority for HR leaders. By investing in this area organizations can retain their top performers as employees are more likely to stay with a company that invests in their professional growth and provides opportunities for advancement within the organization.

As technology and business needs evolve, there is a constant need for employees to acquire new skills. By providing skills training, organizations can address skill gaps within their workforce and ensure that employees have the necessary knowledge and capabilities to meet current and future job requirements.

Prioritizing skills training and internal mobility sends a message to employees that continuous learning and development are valued within the organization.

As the workforce becomes increasingly diverse, with multiple generations, remote workers, and gig economy workers workforce planning and the future of work will be on HR leaders’ priorities list for 2024.

HR leaders realize the need to adapt to these changes and ensure they have the right talent in place to meet business objectives. With technological advancements and automation reshaping job roles and creating skills gaps, organizations need to identify the skills required for future roles and develop strategies to bridge the gap through training, upskilling, reskilling, or hiring.

They will also need to anticipate future workforce needs and plan for changes in job roles, skills, and organizational structure. This includes succession planning, workforce analytics, and talent pipeline development to ensure a sustainable and agile workforce.

Reducing absenteeism will continue to be a priority for HR leaders as absenteeism can have a significant impact on productivity. When employees are absent, it can disrupt workflow, increase workloads for other team members, and lead to delays in projects.

Absenteeism can also be very costly for organizations. When employees are absent, it can result in increased overtime costs, temporary staffing expenses, and decreased revenue due to missed opportunities.

Reducing absenteeism will always be a priority for HR leaders as it directly impacts productivity, costs, employee morale, and well-being. By addressing absenteeism, HR leaders can create a more efficient, engaged, and healthy workforce.

In the face of economic uncertainty, workforce efficiency is crucial and will be a priority for HR leaders in 2024.

Efficient work processes enable employees to complete tasks faster and this leads to increased productivity and output and allows organizations to achieve their goals.

By focusing on workforce efficiency, HR leaders can help their organizations become more agile, responsive, and adaptable to market changes, giving them a competitive edge. By streamlining processes and optimizing resource allocation, HR leaders can help reduce operational costs and maximize productivity.

Workplace flexibility will also be on HR leaders’ priority list in 2024. More than ever employees value flexibility in their work arrangements. Offering workplace flexibility can help organizations attract and retain top talent who prioritize work-life balance and flexibility.

Furthermore, when employees have the flexibility to manage their work schedules and locations, they often experience higher levels of job satisfaction and engagement. This can lead to increased productivity, creativity, and overall job performance. Flexibility in the workplace can also reduce stress and burnout by providing employees with the autonomy to structure their work in a way that suits their individual needs. This can have a positive impact on employee well-being and mental health.

Overall, workplace flexibility is a high priority for HR leaders because it aligns with the changing expectations and needs of employees, and it can contribute to a more engaged, satisfied, and productive workforce.