If you’re like most HR leaders, you’ve faced a whirlwind of workplace challenges over the past year. From managing disconnected hybrid teams to navigating frustration over RTO mandates to handling economic pressure and layoffs, it’s been a rollercoaster. On top of it all, leaders everywhere are now grappling with the puzzle of where to even begin with AI. 

Despite these challenges, HR leaders have emerged as critical architects for their organisations, skillfully navigating the evolving work landscape with resilience and innovation.  Without question, the year ahead will present new challenges–as well as new opportunities to shape the future of work. 

Based on my discussions with hundreds of HR professionals and team leaders in recent months, here are four trends to consider as you shape your 2024 strategy:

AI is a must, but there's no ‘AI’ in the team

Leaders everywhere are racing to figure out how to incorporate generative AI like ChatGPT, as well as specialised HR AI tools. With AI taking over many day-to-day tasks, it will put heightened importance on interpersonal team dynamics. The more we use AI, the less time we will spend with our colleagues, so leading with empathy and fostering great teamwork will become even more critical. 

Teamwork will become a new competitive advantage for organisations in the age of AI. The most successful HR leaders will anticipate this shift and bring new tools and innovations to managers that help them strengthen team connections. 

AI will reshape jobs, not replace them

While certain jobs will disappear due to AI over time, two types of new roles will emerge and be in high demand–jobs for those with skills in AI prompting and jobs that require soft skills and human connection.

As organisations begin to hire for roles that focus on technical AI skills, HR leaders will need to ensure their organisations also prioritise the roles that AI doesn’t do as well, including high-empathy leadership. Organisations will need to have the right balance of roles and organisational structure that enable their teams to be successful. 

Manager burnout will reach a point of crisis

Managers at all levels are overwhelmed, and it’s only getting worse. Not only are they struggling to engage remote employees, but they’re also trying to manage the heightened need for belonging at work among Gen Z and other employees. Moreover, RIFs that eliminated middle manager roles over the past year have only resulted in a greater burden for the remaining leaders. 

To address these issues and prevent manager churn once the job market heats back up, HR leaders will need to provide managers with innovative tools that help them develop new skills and foster stronger connections with their teams.  

Flexible work will win, prompting new approaches to team development

As evidenced by the backlash over RTO mandates in the past year, employees everywhere are demanding flexible work arrangements, and for good reason. A recent research survey by Rising Team found that employees on remote and hybrid teams rate nearly every aspect of their employee experience higher than those on in-person teams.

Organisations that permanently embrace flexible work will need to reimagine the infrastructure they need to help their teams thrive. It will be critical for HR leaders to provide managers and teams with new tools that develop connections and build skills for this new flexible world of work. Inevitably, these can’t look like traditional in-person training or uninspiring online learning programs but will instead require an innovative, team-based approach.

Going forward

As we begin 2024, this evolving work landscape in the age of AI demands a strategic approach. These four trends–the pivotal role of teamwork, the evolution of job roles, the need to address manager burnout, and the winning formula of flexible work with enhanced team infrastructure–offer a roadmap for HR leaders to not just navigate challenges but also actively shape the future of work within their organisations. By embracing these trends, HR leaders can foster resilience, promote innovation, and propel their teams toward success in the year ahead.