Skip to content Skip to footer
Search

Loading Results

Your people strategies for 2022 and beyond: a dynamic force for growth

What to do now and in the future to keep your business moving

As virus variants like omicron continue to dictate working conditions, the reality of permanent remote and mixed model workforces have made their way firmly onto CHRO’s agendas. Poised for a return to work that didn’t happen, people leaders fought for autonomy and fiscal support to keep workers engaged. And employees—after long months of a challenging lockdown—want purpose and transparency in work, or they may make a move to greener pastures. 

People strategies have emerged as pivotal to growth. And your customers will continue wanting an experience that evolves with emerging technology. The need to utilize data, upskill in the face of advancing digital transformation and manage productivity amidst concern over third party suppliers and employee migration mean CHRO’s should flex in 2022.

Businesses are set for a return to growth. Keep an eye on 4 ways to manage your dynamic workforce to make sure you are, too.

4 ways to energize a post-pandemic workforce

Physical safety remains #1

Mental health on the mind

Time matters most—even above pay

See me, hear me

Making smart moves in four key areas can help position your organization to rebuild revenue and emerge stronger:

Your strategy

Your people

Your customers

Your workplaces


Right now: Now through the end 2022—and beyond

Some offices will reopen and many will have a permanently changed landscape, as mixed model work becomes the norm. Offer vaccine availability and make sure your people feel safe if they are in-office. And since proximity bias can become a real concern among in-office and hybrid workers, management needs to practice inclusivity that extends to all employees. Keep workplaces clean for on-again, off-again occupancy. And work across lines of service to deliver upskilling opportunities to your team for what comes next.

What strategies do you have in place now—like offering opportunities for input, work flexibility, upskilling and help, on-site or remote, to address employee well-being—that make workers feel included? 

What forward-looking strategies can you begin working on for the future?

Your strategy 

  • Use partnerships with CEOs, CFOs and CIOs to empower your workforce decisions on benefits and align people functions with continued digital transformation.
  • Reassess and correct for security, IT and cyber infrastructure risks. 
  • Adopt tech that uses modeling scenarios, predictive analytics and accurate data to stay ahead.
  • Make transparency in reporting diversity, equity and inclusion a key piece of delivering trust within your organization.

Your people 

  • Keep worker safety—including physical and mental well-being—front and center.
  • Make sure the message of trust and purpose in work is crystal clear to your people, cascades from leadership and is implemented throughout the organization. 
  • Develop your inclusive leadership skills, especially as businesses shift toward permanent hybrid work.
  • Upskill your team to work with the right combination of tools for talent management and development.

Your customers

  • Model for demand scenarios as customers and lines of service navigate productivity and availability challenges.
  • Build trust as your organization continues undergoing transformative changes.
  • Deliver transparency to meet ESG demands in products, services and processes.
  • Keep your workforce aware of an evolving customer experience.

Your workplaces

Medium term: Early 2023

As consumer confidence increases and people return to in-person experiences, expect increased demand for services and experiences, fueling opportunities for new business models. Combine people and the right technologies to help drive business outcomes. At the same time, look at where you can optimize costs and consider how you can balance workforce investments with automation as you redesign work. 

As you look ahead, ask: What’s the company’s plan for upskilling our people and ramping up business as demand increases?

Your strategy

  • Accelerate the integration of legacy and new business models.

Your people

Your customers

  • Invest in end-to-end process improvement and digitization.

Your workplaces

Longer term: Summer 2023 and beyond

Consider, too, the makeup of your workforce and workplace as you look ahead. Over the next year, more than half of executives are planning to consolidate premier office space, expand into the suburbs or create satellite offices. As you enter the phase of long-term decision-making, be sure to lean into your company’s culture and values.

As you enter a post-pandemic world, ask: How can we prepare our organization for future disruptions?

Your strategy

  • Fill your capability gaps with opportunistic M&A to boost competitiveness.

Your people

  • Use the trust you’ve earned to help your people adapt quickly and confidently to anticipated changes.

Your customers

  • Evaluate market changes and rebalance your products and services accordingly.

Your workplaces

  • Give up long-term leases and invest in tools for permanent hybrid or remote work.


Contact us

Contact us

Bhushan Sethi

Bhushan Sethi

People & Organization Joint Global Leader, PwC US

Julia Lamm

Julia Lamm

Principal, Consulting Solutions, PwC US

Dr. Deniz  Caglar

Dr. Deniz Caglar

Principal, Strategy&, PwC US

Follow us

Reimagine work for your business in 2021 and beyond

We’re ready to help you take on today’s most pressing business challenges. Reach out and start a conversation today.

Required fields are marked with an asterisk(*)

By submitting your email address, you acknowledge that you have read the Privacy Statement and that you consent to our processing data in accordance with the Privacy Statement (including international transfers). If you change your mind at any time about wishing to receive the information from us, you can send us an email message using the Contact Us page.

Hide