It is getting harder to fill job openings and retain existing employees. HBR’s survey of compensation increases shows a doubling of raises to 4% as compared to the 2% historical norm. But not all businesses can compete in an upward spiraling “top dollar” arena. HBR notes, “[W]e are seeing some employers reduce the number of hours worked by employees and keeping compensation flat . . . Ultimately, we’re likely to see a handful of organizations adopt 32-hour work weeks with the same compensation as a new way to compete for knowledge workers.” (Credit: denisismagilov/Adobe Stock) It is getting harder to fill job openings and retain existing employees. HBR’s survey of compensation increases shows a doubling of raises to 4% as compared to the 2% historical norm. But not all businesses can compete in an upward spiraling “top dollar” arena. HBR notes, “[W]e are seeing some employers reduce the number of hours worked by employees and keeping compensation flat . . . Ultimately, we’re likely to see a handful of organizations adopt 32-hour work weeks with the same compensation as a new way to compete for knowledge workers.” (Credit: denisismagilov/Adobe Stock)
Editor’s note: This is the first part of a two-part series looking at trends shaping the workforce. 

By all accounts Americans are on a bumpy road to recovery from the COVID-19 pandemic. Along with the tragic loss of lives, COVID disrupted in-person communication and commerce, with lasting effects on how people live, work, and connect.

On January 13, 2022, “Harvard Business Review” (HBR) published a forecast of challenges business managers will face during this COVID recovery season, titled, “11 Trends that Will Shape Work in 2022 and Beyond.” Building on those predictions, this two-part article examines some of their legal implications.

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