We have spent the last few years adapting to change – in a continuous, rapid and agile way. Organisations that are unable to learn and transform are bound to fall behind. Meanwhile, virtually since the pandemic, rather than slow down, the pace of changes has only picked up. Therefore, a good option may no longer be to just react to changes, but to get ahead of them. Monitoring trends is more crucial today than ever before. Also, and perhaps most importantly, in HR.
So let’s take a look at expert forecasts for 2024 while exploring whether we already have solutions today to facilitate the challenges of tomorrow.
Trend 1. A holistic approach to work and life
Alongside work-life balance comes a similar yet different philosophy, namely work-life integration.  While the former implies a division of life into two zones, the latter relies more on mutual permeating of these worlds. The latter approach is increasingly emerging with the introduction of remote and hybrid work. It stems from the need to think more flexibly about working time and focus on performing specific tasks and achieving specific goals rather than rigidly following a work schedule. This approach also enables a more effective well-being strategy – in the new reality, popping out for a workout at a nearby gym during work is no longer seen as something negative, but rather as desirable flexibility.
Moreover, a company itself can encourage this type of activity, for example through tailored benefits. An excellent example of this would be the MultiSport card – it allows access to as many as 40 different activities. Many of them can be done in between duties, such as a short online yoga practice. Meanwhile, after work, one can take advantage of dance schools, swimming pools, trampoline parks and many other facilities. Therefore, benefits suited to one’s lifestyle will be the best match for the 2024 trends.
Trend 2. Reskilling and upskilling
In response to changes and market difficulties, some companies have already decided to take measures to optimise their resources. The reason is simple – recruitment is a tremendous financial and time effort, so it makes sense to start by “setting your own house in order” first and train the already available employees. 
Another key aspect is the continuous development of technology and, ultimately, well-being itself, within which expanding one’s horizons is one of the key issues. Therefore, there is talk of the onset of a very strong trend of up- and reskilling.  While the former implies expansion of knowledge in an area the employee already knows, reskilling often involves a change of position or role, and this requires acquisition of new knowledge, even from scratch.
Modern benefits address this trend and provide companies with effective, proven platforms to support effective training. An interesting example of this is MultiLife, which offers, among other things, language courses (ESKK), training for professionals (managerial, negotiations, etc.), or access to the Legimi platform, which allows to read specialist literature.
MultiSport is no longer just a sports card. It is supported by Design Form, a professional training offer. This is an online course zone, allowing you to take smarter care of your fitness, diet and proper recovery.
Trend 3. “Phygitalisation” of work
As early as 2022, in a survey commissioned by recruitment platform Talent Place, Polish workers reported growing dissatisfaction with the typically on-site work model. Nearly one in three respondents reported that their duties made it difficult for them to relocate. The same number declared a problem with starting or continuing education. One in four respondents saw this type of difficulty when it comes to starting a family or parenting, and one in three was unable to pursue their interests because of work. 
This is definitely a situation far from the well-being ideal. It is not surprising, then, that we are constantly moving toward flexibility not only in the model itself, but also in the workplace. Companies are therefore increasingly opting for a hybrid model that is convenient for everyone. This solves, in part, employees’ declared problems with free choice of where to live or time to devote to family or hobbies.
For businesses, the remote/online approach to recruitment and hiring is an ideal situation to attract talent permanently living away from the company’s headquarters. At the same time, it is still important to integrate the team, conduct selected workshops or implement projects that simply require on-site work. So it seems that of the three models – on-site, remote and hybrid – it is the third one that will stay with us for longer.
Experts noted that we can already speak of a kind of “phygitalisation” trend – that is, the merge of the physical and digital worlds.  It is no longer only work models that are becoming hybrid, but also the benefits.
A great example of such “phygital” offer is the MultiSport card, which on the one hand provides access to thousands of real sports facilities and enables entirely “physical” contact with sports, and on the other hand, we have the said Design Form course zone, as well as articles and podcasts available anytime, anywhere.
Trend 4. Employee experience and G for generational change
Generation Z is now up to 28 years old and is making a real impact on changes in the work environment. Mind that this is a generation for which self-fulfillment and self-determination are extremely important. 
Experts say that the key challenge may soon be to create an organisational culture in which the employee sees their value and real impact on the organisation at all times.  They feel they contribute to the company’s success.
Such perspective allows to identify employee experience as the next leading trend. What is this experience? Here we can speak of a holistic approach covering every interaction of an employee with the company. “How do I feel in the office, how flexible is my job, does my team suit me, and most importantly, do I feel pride and satisfaction in my work?” – the new trend is to provide the best possible answers to these questions. To a large extent, this is enabled precisely by what Generation Z emphasises as so important – giving employees a sense of agency.
Today, this approach can also be implemented through benefits. A good example of this is both MultiLife – where the services and any materials provided are selected according to the purpose indicated by the employee – and MyBenefit – which is designed as a one-stop shop with thousands of different benefits to choose from.
Trend 5. A holistic approach to well-being
Finally, a trend that combines all the above. While just a few years ago, ad hoc actions aimed at employee well-being may have been successful, current times call for a broader view of the issue. The trend, referred to by Western experts as ‘total well-being’, means that we need to approach the subject by taking into account physical and mental health issues, emotions related to and caused by work, socialising and teamwork issues, as well as financial well-being. Only such an approach can ensure genuine productivity and engagement of teams. 
This means that a well-being strategy, which basically no one heard of just a few years ago, is becoming an absolute must in 2024.
Has the market had time to respond to this trend? Absolutely. The best example is the benefits ecosystem that MultiSport, MultiLife and MyBenefit create. Each of these products in its own way addresses both the shape and better well-being of users. However, the most comprehensive solution is to combine them all into a single strategy that supports all levels of well-being.
HR trends are actually not a sudden change, although they do allow for flexible and rapid response to market conditions. Rather, they are the result of years of listening to the needs of employees and companies and finding a common denominator among them. It is because of this that today, when faced with new challenges, we have existing, ready-made solutions at our disposal. It is worth applying them and staying on your toes because changes are now coming faster than usual.