Jan Bruce, Live, meQ, meQuilibrium, talent, Trends

5 Trends That Will Shape Workforce Strategy in 2023

This post is part of MassTLC’s 2023 Thought Leadership series on Trends.


Even though we are moving out of the pandemic phase, it will not be possible to simply pick up where we left off before COVID-19. The fall-out of the pandemic continues to present challenges to workforce mental and physical wellbeing. Rather than looking backward, the master trend that will drive workforce strategy in 2023 will be a continued focus on workforce wellbeing and building a growth mindset for business leaders, individuals and organizations.

Companies can prepare for times of turbulence by addressing the mental wellbeing fallout of the pandemic and building the growth mindset capabilities of their workforces.

These 5 key trends will drive forward-thinking workforce strategy in 2023:

  1. Threats to employee wellbeing continue to intensify. The burnout epidemic persists and workforce wellbeing will continue to suffer and require support.

The long tail of the pandemic continues to threaten employee wellbeing and productivity. The long tail is due to fact that the events of the last 2+years have had a traumatic, lingering impact on workforce wellbeing. According to a new McKinsey study, 60% of the global workforce reports at least one mental health challenge, including symptoms of anxiety, depression, distress or burnout.

  1. Growth-oriented thinking skills will be the new must haves.

Skills that build trust, engagement, and problem solving will be foundational to individual and organizational growth as employers realize they must go beyond simply protecting health and preventing issues to preparing employees for change.

  1. Employees will want new psychological skills to adapt to change

HR leaders will make it possible for their organizations and people to rise above the trauma of today, by delivering a positive, proactive approach to workforce wellbeing.  Supporting people by giving them the resources and tools to handle what comes their way will be central to 2023, with a focus on organizational-level programs that support stress management, self-care, and building mental wellbeing.

  1. Population behavioral health risk analytics will be key to HR’s success in 2023

HR population analytics will continue to grow as a tool for forward-thinking organizations to identify workforce patterns and risks, and then take action to address burnout risk, stress and turnover intent in real time. Predictive workforce behavioral health population analytics is going to be increasingly essential to successfully operate and grow in uncertain times. This knowledge will enable leaders to identify workforce risks and remedial actions as part of an integrated proactive C-suite response to disruption.

  1. Managers will play a key role in supporting employee and organizational growth.

Managers will be key to helping their teams by learning, modeling, and encouraging a growth mindset in their teams. They can create environments of psychological safety where each individual in a team feels safe to share ideas, take risks and learn new skills.

Employers need to help their employees be prepared to adapt and rise to the changes and challenges in the new paradigm of work by creating more wellbeing programs that focus not only on physical health but on mental strength.


Jan Bruce, CEO of meQ

Jan Bruce is a disruptor, entrepreneur and force for growth. Recognizing the science of resilience as the new essential for human and organizational capability, Jan co-founded meQuilibrium (meQ) the #1 digital platform to deliver resilience at scale to workforces globally.

meQ logo

Upcoming Events


Related Articles