Top 3 Tech Workplace Trends in 2024: What Employees Want Most
January 25, 2024
January 25, 2024
New year, new tech industry? Not quite. But the relationship between employees and employers in the space is definitely headed for a reset. We’re going through a complex recovery phase. Think of it like the aftermath of a bad break up—there’s a mix of introspection, a reevaluation of priorities, and a strong desire to move forward in a better direction.
After tech giants laid off thousands of employees in late 2022 and early 2023, companies are dipping their toes in the hiring pool again. All eyes are still on Salesforce, which eliminated 10% of its workforce (around 8,000 employees) in January 2023. They recently announced plans to fill 3,300 roles in cloud and engineering to “replace” about 40% of those they laid off.
Despite the ups and downs, tech professionals are optimistic about the economy and their job prospects, with many still on the job-hopping bandwagon. In fact, 60% of tech professionals said they were likely to change employers in 2023, up from 52% in 2022. We expect to see this number continue to rise. The demand for professionals with highly sought-after skills and experience, despite market fluctuations, is a powerful motivator for these individuals. If a better opportunity comes along, they’re likely to take it because they know what they’re worth.
Understanding these changes in workplace culture expectations is pivotal for companies looking to attract and retain top-tier technology talent in 2024. Read on for the top three tech workplace trends to watch this year and how CRB equips you to make exceptional tech hires vital to your organization’s success.
The transition from cubicle to home office continues to dominate the tech industry. Buffer’s State of Remote Work Report highlights that 78% of tech professionals prefer remote opportunities for their flexibility and work-life balance over traditional in-office roles. Companies like Spotify and Airbnb led the charge of this trend, offering “work from anywhere” policies that cater to this growing demand.
The concept of a 4-day workweek is slowly gaining traction, driven by employee desires for greater work-life balance. Research from Indeed shows that while the overall number of job posts advertising a four-day workweek remains low (0.3% of total posts), that number has tripled in the last few years.
Though the 4-day workweek is far from the norm, studies consistently show its productivity benefits for companies across industries. A trial by Microsoft in Japan led to a 40% increase in productivity, proving that reduced hours can actually lead to more efficient work. This trend is expected to continue, with companies exploring how a shorter workweek can lead to happier, more focused employees.
Assess the feasibility of offering remote, hybrid, or 4-day work arrangements in your organization. Understand the specific needs and preferences of your workforce and how these arrangements can be effectively integrated into your existing operational framework.
Shift your emphasis from the number of hours your team works to the quality and quantity of what they produce. Encourage a results-oriented work environment where efficiency and productivity are valued over butts in seats.
As technology evolves, so should the skills of those who work with it. Continuous learning is crucial in keeping pace with the industry’s rapid advancements. From cloud computing and serverless tech to generative AI (Artificial Intelligence) and machine learning, your team members are the ones on the frontlines of changes in tech.
Top employees won’t stick around if you’re constantly leaving them high and dry, expecting them to use their free time to teach themselves how to use new technology. These high performers are hungry for new knowledge, and structuring learning into their work schedules is the key to satisfying their cravings. According to a recent Gallup study, workers want upskilling paid for by employers and provided during normal working hours, with 65% of workers indicating they prefer training delivered this way.
Additionally, companies investing in upskilling and reskilling programs see a clear connection to employee morale and retention. In the same Gallup study, clear majorities of those who participated in upskilling programs report improvement in three areas of their lives. Over 71% report greater satisfaction with their jobs. 69% say their quality of life improved and 65% said their standard of living increased
Conduct a thorough analysis of the current skills of your workforce and identify areas where upskilling or reskilling is needed. Also, project future skills that will be required based on industry trends and technological advancements.
Your comprehensive learning and development program should include a mix of training methods like workshops, online courses, mentorships, and on-the-job training. Time and budget should be dedicated to these learning opportunities, so employees have access to them during working hours and without financial or time burdens.
The workplace should be an environment where learning and self-improvement are highly valued—and your best employees likely value these things already. Recognize and reward efforts towards personal and professional growth. Afterall, keeping your employees adaptable and motivated benefits not only them but your organization as a whole.
Your employer brand encompasses not just the products or services you offer but also your work culture and company values. The stronger your branding, the more you can amplify your key messages. When your values are clearly defined, you provide jobseekers with a glimpse into their future employee experience. If they don’t like what they see, they’ll move on and save you time. If they feel a connection with your brand, they’re more likely to stick around for the long haul.
Glassdoor data shows 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand. Additionally, 86% of women and 67% of men in the United States wouldn’t join a company with a bad reputation.
Your brand is more than what you do or make. It’s “who” your company is at its core. Clearly articulate your employer value proposition—what your organization stands for and what makes it unique, from its values and culture to the benefits and perks it offers to its employees. This messaging should be consistently reflected in all your recruitment materials, from job descriptions to interview questions.
Regularly update your company’s LinkedIn, Glassdoor profiles, and other relevant social media platforms. Respond to reviews—even the negative ones—and engage with users to show your company values feedback and is actively managing its brand.
Ultimately, your employer brand is a powerful tool you can leverage to attract candidates who are more likely to be engaged, productive, and loyal to your organization for years to come.
The tech industry is known for its rapid innovation and change, and the workplace is no exception. The evolution from a rigid, office-bound environment to one that embraces flexibility, continuous learning, and a clearly defined culture reflects a deeper understanding of what it takes to foster a productive, satisfied workforce.
At CRB, our expertise lies in understanding these evolving trends and helping companies like yours integrate them into your workforce management strategies.
Whether you’re a company looking to attract the brightest minds in your industry or a candidate looking for a career change, we are here to help. We can fill your short/long term opportunities or a direct hire need.