With a potential recession on the horizon, we know you want resources to help your business master the moment. We've put together our Agility & Excellence Resource Center to bring you strategies and solutions with a finger on the pulse of what's ahead.

Adding to an already complex work landscape, the looming economic downturn comes amid an unprecedented labor shortage. This combination paints a complicated and anxiety-inducing time for HR leaders everywhere. The real challenge for HR leaders, however, is to reimagine talent management while balancing rising employee expectations and business needs during market turmoil — not an easy task. Use this time to reimagine your organization leveraging the following expertise.

Provide Strong Internal Mobility Opportunities

Much like its name implies, internal mobility is a term used to describe the movement of employees, vertically or laterally, to new career and development opportunities within the same organization. Strengthening internal mobility offers considerable benefits for organizations of all shapes and sizes - from time and cost savings by avoiding the external recruiting process to improved employee retention rates and increased idea-sharing across job roles and departments.

Some best practices to consider as you build your internal mobility plans for 2023 include:

• Invest in training and mentorship opportunities
  
• Incentivize employees where you can
• Set organizational internal hiring goals
  
• Enable a strong succession planning technique
• Utilize technology to build more efficient internal talent pipelines
• Embed internal mobility as an organizational principle, starting at the top
• Share internal mobility success stories you’re proud of

Remain Flexible Amid Remote Work Demands

There’s no one-size-fits-all preferred work method. Be it a busy coffee shop or a tranquil office, employees will be most productive where they feel most comfortable.

Take inventory of what the employees on your team prefer. If an employee prefers onsite work, then great — there isn’t much to change! If an individual leans toward hybrid work, then it’s important to welcome this openly. Make sure that all team members are aware of your openness to whatever mode of work will work best for them and maximize productivity.

It’s hard to say whether the days of working five days a week in an office will ever be the norm again. And keep in mind, the trends and demand for different working arrangements will continue to fluctuate in the pandemic aftermath, so it’s unlikely an employee preferring one working style currently, whether in-office, hybrid or remote, will want that mode of work forever.

Equip Yourself with the Necessary Talent to Thrive

Gone are the days of relying on external hiring. Thinking outside of the box when it comes to new hiring strategies could be all the difference your organization needs.

While there’s no silver bullet to find employees who are guaranteed to work enthusiastically for the long haul, using executive recruiting services to find the right leadership can make a big difference. It’s an excellent strategy to seek out executives who have a demonstrated ability to build a supportive and productive company structure and a culture that helps workers do and feel their best.

To learn more about what it takes to thrive in times of uncertainty and future-proofing your workforce, check out the CBIZ Agility & Excellence Resource Center.