To Trend Or Not To Trend

Staying ahead of the curve often means adapting to emerging trends. As these trends shape the future of work, organisations must decide whether to embrace them quickly or approach with caution. Below, we explore three arguments for and against acting on new trends in HR and culture.

For

1. Staying Competitive
   Embracing new trends can give companies a significant competitive edge. For example, adopting remote work or flexible hours can attract top talent who seek these modern work conditions. In sectors where competition for skilled professionals is fierce, being an early adopter of trends like these can differentiate a company from its competitors, making it more appealing to potential employees.
2. Boosting Employee Engagement 
   New trends in HR often focus on increasing employee satisfaction and engagement. Trends such as comprehensive wellness programs that include mental health support reflect a growing understanding of what drives employee performance. Organisations that act quickly to implement these trends can see a boost in morale and productivity, as employees feel valued and supported.
3. Leading Industry Innovation 
   Organisations that are first to implement emerging trends can shape the standards and expectations within their industry. For instance, adopting diversity, equity, and inclusion initiatives can not only improve internal culture but also position a company as a leader in social responsibility. This can enhance reputation, attract like-minded talent, and influence broader industry practices.

Against

1. Risk of Unproven Initiatives 
   Jumping on every new trend can be risky, especially if these trends have not been thoroughly tested or proven effective. For instance, while open office plans were once a major trend purported to boost collaboration, they later showed to decrease productivity for some companies due to noise and distractions. Organisations might incur significant costs reverting such changes if they turn out to be less beneficial than expected.
2. Overwhelming Change 
   Adopting too many new trends too quickly can lead to change fatigue among employees. Constant adjustments in workplace practices can be overwhelming, potentially leading to decreased job satisfaction and higher turnover. Employees need time to adapt to new ways of working, and bombarding them with continuous changes can have the opposite effect of what’s intended.
3. Dilution of Company Culture 
   While adapting to new trends, there’s a risk of diluting an organisation’s established culture. For instance, in adopting very flexible work policies, companies might struggle to maintain a sense of community and shared purpose among employees. It’s crucial for organisations to balance new trends with the core values and culture that define them.

Deciding whether to act on new trends in HR and culture involves weighing the potential benefits against the risks. Organisations should consider their unique circumstances, industry, and workforce needs when choosing to adopt new practices. By doing so, they can ensure that their approach to new trends strengthens their business without compromising their foundational values and goals.