The agricultural technology industry (AgTech) plays a major role in the future of food production, with its leading scientists at work developing solutions for population growth, climate change and other issues expected to have a major impact on farming in the next 100 years.
As the US partner of Intersearch, Charles Aris continues to place executive-level talent across the engineering, operations and supply chain spaces, they’ve become cognizant of emerging trends across the industrial landscape. As we come to the close of Q3, here are three major findings that may help you prepare for the remainder of 2022.
While leaders across industries have speculated over a possible recession, we’re not seeing any notable indications of one to date. Hiring among industrial organizations has continued to be quite robust, and while we have seen a few sectors stabilize to some degree, we haven’t experienced any hiring freezes, which would historically indicate the beginning of a recession.
Many organizations continue to face issues that were exposed at the height of the pandemic, but these problems are no longer dominating the landscape. This is largely due to adaptations within organizations themselves, where leaders have gotten a better handle on managing expectations. Informing customers and clients of the higher cost of production and potential shipping delays has reduced sensationalism around these issues by giving everyone a realistic idea of the cost and time behind shipping and importation.
While the experience required to fill top engineering, operations and supply chain roles is generally uncompromising, having a background in a relevant industry has become secondary to exceptional adaptability and/or process improvement skills. Organizations aren’t necessarily interested in candidates from completely opposite industries, but someone with the ability to evaluate operations and adapt to dynamic industry changes is becoming a more valuable asset than someone with experience in a specific industry.
We haven’t witnessed any transformative changes like we saw in the last two years taking place in 2022, but we have seen the industrial space begin to stabilize. Overall, hiring is staying steady, organizations are better equipped to deal with supply chain issues and our team remains optimistic about the immediate future.
Like any paradigm shift, remote work is beginning to pose challenges few could have predicted at its start. While these trends are not detrimental to the work-from-home future, HR leaders are having to reconcile with how to keep employees engaged in their modern “offices.”
Here are four trends to watch as your organization manages its remote and hybrid employees:
According to corporate TikTok, “quiet quitting” is when employees do the bare minimum required of them before formally resigning. If you follow business news, you’ve probably noticed this phrase in recent headlines. While quiet quitting is made out to be an HR nightmare, especially as workers enjoy the independence of the home office, most leaders in this space agree that the phrase’s popularity is more of an evolution in language than an actual shift in workplace culture. Disengagement occurred long before work went remote; quiet quitting is just a new name for an old issue.
As employees enjoy the freedom of remote work, many are moving to different states than their headquarters, which is making it harder for organizations to comply with legal and financial regulations. When you work in a different region than your employer, your accounting department must be aware of regulations in both states and understand any applicable nexus regulations required for interstate commerce. As worker addresses continue to change, it’s necessary for accounting leaders to have a solid understanding of varying state and federal workplace regulations, as well as updated employee addresses.
It’s still (mostly) up for debate whether remote work is better or worse for corporate DEI initiatives. Recently, high-profile business leaders have advocated for moving their employees back to the office, saying it would encourage diversity. But recent data from Slack’s Future Forum consortium found that minority knowledge workers prefer to work from home rather than in a physical office. As organizations continue to innovate on this front, our team expects DEI to take a front seat in the ongoing remote vs. in-office debate.
A new study from Qatalog and GitLab on remote and asynchronous work found that despite working from home, over half of the surveyed knowledge workers still felt pressure to be online at certain times and to follow “traditional” work standards. While remote work doesn’t always come with a flexible schedule, especially in industries like manufacturing where work hours are more rigid, it will be worth paying attention to how organizations manage work-life balance in permanently remote setups. It will also be interesting to watch how the popular perception of asynchronous work could change over time.
When you think of the term “agriculture executive,” you’ll likely picture someone wearing a suit while examining soil samples in a vast crop field; there may even be a windmill in the background. But it’s increasingly common for leaders in this industry to wear lab coats instead of business attire.
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