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This year was one of rapid, constant change in the workplace as the pandemic dust finally settled and many returned to in-person work. It also included the arrival of generative AI and rollouts of new tools workers will be expected to use. A contentious presidential election also colored workplace relations this year. Here is a round-up of some of the numbers that defined the workplace in 2024, and where we are headed in 2025: https://lnkd.in/e_FrN_MU

The financial impact of January's so-called resignation rush trend on businesses should not be underestimated. We take a look at that and more in this week's edition of the newsletter.

We’re all drawn to buzzwords to make sense of changing (and occasionally repeated) trends, and it’s no different for HR professionals and those navigating future-of-work shifts. A year ago, fear-mongering over the acceleration of AI and its threat to all jobs was the dominant topic of conversation, along with a tidal wave of layoffs that occurred just ahead of the festive season. The year before that, quiet quitting was all the rage. Next year, with the Trump administration underway, and hype around just how fast AI will transform workplaces making way for more realistic AI goals, workplaces are primed for yet more change. We’ve taken a look at which buzzwords and trends are in for 2025.

The gap between AI implementation and training is creating noticeable friction in the workplace. While 96% of C-suite executives expect AI tools to enhance productivity, 77% of employees using AI say they have a greater workload and nearly half are unsure how to achieve promised gains, according to Kelly Monahan, Ph.D., managing director and head of The Upwork Research Institute. In this piece by Tony Case, we also speak to Corwin Schroeder of insightsoftware, Jill Goldstein of IBM, Stacey Walker of Fortive, David Radin of Confirmed, Sam Naficy of Prodoscore, Eric Mochnacz of Red Clover, Gary Rich, Rick Hammell, SPHR of Helios, Matthew Saxon of Zoom, and Greg Hill of Exos.

As Gen Z overtakes boomers as the largest segment of the workforce, a startling new report reveals that ageism on the job isn’t just widespread — it’s virtually universal. Nearly all workers aged 40 and older believe ageism exists on the job, with 9 in 10 feeling pressured to hide their age or downplay their experience to fit in, according to MyPerfectResume’s Generational Attitudes in the Workplace Report, based on a survey of 1,000 workers. “Ageism is like a slow leak — it often goes unnoticed until the damage is done,” said Rebecca Samarasinghe Perrault, global vp of culture, diversity and sustainability at workplace tech firm Magnit. The impact of this bias runs deep: 95% of surveyed workers report that age-related stereotypes have affected their sense of belonging at work, while 86% believe older employees are targets of workplace bullying. In this piece by Tony Case, we also speak to Dr. Jasmine Escalera, Heidi Golledge of Jobot, Heather Lamb, Ed.D, and Wendy Murphy of ZRG Partners, LLC.

As HR leaders plan for another new year ahead, they find the business of managing people at a crossroads between tech innovation and the evolution of the human-centric workplace — and they’ve got a full plate of challenges before them. In recent conversations with industry professionals at HR tech events and elsewhere, several key priorities emerged that will help define the agenda in 2025, ranging from a more cautious approach regarding AI-powered solutions to enhanced employee benefits and company culture. Here’s some of what people managers expect as they gear up for Q1: https://lnkd.in/g6SkNhhM

HR departments are preparing for the wave of resignations that typically marks the start of each new year, with research by Glassdoor indicating that job applications surge 22% above average in the month of January — a predicament that creates challenges as well as opportunities for organizations looking to retain top talent. What’s been dubbed the January “resignation rush” can be attributed to a variety of factors, explains Mary Braxton Jenson, director of people and culture at marketing agency Barbarian. “Many employees view the new year as a fresh start, prompting them to reevaluate their career paths and seek new opportunities,” she said. “Additionally, the holiday season can exacerbate feelings of dissatisfaction or burnout, leading to increased turnover.” The financial impact of the trend for businesses should not be underestimated. According to Sandra Moran, chief marketing and customer experience officer at HCM platform WorkForce Software, the replacement of leaders and managers costs around 200% of their salary, professionals in technical roles 80% and frontline workers 40%. In this piece by Tony Case, we also speak to Geoff Howison of Now Careers, Eric Mochnacz of Red Clover, Stacey Walker of Fortive, Rachel Courtney of Amplitude, Izabela Blach of Good Apple, and Bart Lautenbach of Equifax. Read the full story here: https://lnkd.in/eNuY6hCM

Companies would do well to maintain a “people-first” approach that combines the best of in-office and remote work, according to Karen Pavlin, chief equity and inclusion officer at ServiceNow, an AI platform for business support. Doing so, she proposed, “fosters a resilient, inclusive, engaged and high-performing organization that attracts top talent and builds long-term loyalty.” Whatever the views of HR leaders, employees at 9 in 10 companies expect to be fully back in the office by the year’s end, according to a survey of 1,000 people by the site Resume Builder. With 7 in 10 of those reporting that RTO has had a direct, positive impact on their company’s revenue, it seems all but certain that CEOs will continue to press their case. 

While remote and hybrid work has allowed employees to live further and further away from the office, return-to-office mandates have changed the conversation yet again. These RTO demands, plus the gradual reduction of fully remote jobs available over the past year, have left people questioning whether they should move for work. And for those who have relocated hundreds of miles from their office headquarters — as many did over the last few years — that’s a particularly major decision. And more people live further from their jobs than ever before. The mean distance to work rose from 10 miles in 2019 to 27 miles at the end of 2023, according to a recent report from Gusto and Stanford’s Work from Home Group, The share of workers living more than 50 miles from their employer rose more than five-fold, from 0.8% to 5.5%. Read more: https://lnkd.in/epGNT4q6

This year was one of rapid, constant change in the workplace as the pandemic dust finally settled and many returned to in-person work. It also included the arrival of generative AI and rollouts of new tools workers will be expected to use. A contentious presidential election also colored workplace relations this year. Here is a round-up of some of the numbers that defined the workplace in 2024, and where we are headed in 2025.