Desired Elements from Employers by Workers in the Year 2025

Desired Elements from Employers by Workers in the Year 2025

In the ever-evolving landscape of employment, expectations from employees are changing, with a focus on creating a supportive, engaging, and purpose-driven workplace culture. Here are some key trends that employers should consider to build an engaged workforce for 2025 and beyond.

Genuine Care and Support

Employees are looking for organisations that prioritise their well-being, offering benefits and compensation packages that truly support their survival and ability to thrive. This encompasses empathy, recognition, and accessible resources for mental health and physical well-being[1].

Clear Vision and Hope from Leadership

Clarity, consistency, and a credible vision are essential for employees. Leaders should provide understanding of their role, supported by coaching and meaningful feedback. This fosters trust and engagement beyond simple metrics[2].

Addressing Well-being and Burnout

Rising burnout rates make mental health and psychological safety frameworks a priority. Companies are responding with tailored well-being packages, including mental health access, stress management, and financial education to help employees manage external pressures[3][4].

Personalized and Inclusive Employee Value Propositions (EVP)

With diversity and global considerations in mind, EVPs in 2025 emphasise customisation, such as genetic health assessments, sustainable workplace benefits, and flexible remote arrangements acknowledging cultural differences[4].

Continuous Learning and Development

Employees expect ongoing learning through coaching, mentoring, and micro-learning opportunities that foster growth and skill exchange internally[4][5].

Frequent Communication and Feedback

Annual reviews are no longer sufficient; workers want weekly insightful feedback on performance and collaboration, enabled by effective engagement tools[2].

Strategic HR Technology and Manager Development

Companies are expected to leverage data and automation to enhance equity and efficiency. Developing managers to act as engaging, supportive leaders is essential to keeping teams connected and retained[5].

These expectations reflect a shift from transactional employment to relational, purpose-driven workplace cultures that prioritise long-term employee engagement and well-being[1][2][3][4][5].

Healthy Work-Life Balance

In 2025, employees prioritise a healthy work-life balance, with 72% of workers emphasising this need[6]. Employees expect more than flexible hours; they want clear boundaries, respect for personal time, and support to prevent burnout.

Open Communication and Trust

Open communication reduces misunderstandings, builds trust, and fosters innovation by making sure employees' perspectives reach decision-makers. A positive workplace environment, fostered by trust, open communication, and recognition, is crucial for employee engagement and retention[7].

Supportive Managers

Supportive managers invest in their team's growth and well-being, creating an environment where employees can take initiative and build confidence[8].

Job Security and Career Progression

Job security and career progression are closely interconnected, with technological advances and economic shifts reshaping roles. Recognition and appreciation fuel motivation and encourage repeated excellence, boosting morale and reinforcing positive behaviours[9].

High-Performing Teams

High-performing teams, characterised by trust, mutual respect, and collaborative problem-solving, bolster job satisfaction and creativity[10].

Inclusive and Respectful Cultures

Inclusive and respectful cultures, built through bias training, equitable policies, and open conversations around diversity, increase empowerment and reduce turnover[11].

Transparent Communication and Supportive Leadership

Transparent communication and supportive leadership build a foundation of trust that propels employee engagement and loyalty[12].

Personalised Learning Programs

Offering personalised learning programs aligned with business goals accelerates employees' career paths and shields them against market disruptions[13].

Upskilling and Reskilling

Upskilling and reskilling have emerged as pivotal strategies to maintain talent relevance amid rapid change[14]. Transparent career paths and upskilling initiatives reassure employees about their future job security[15].

Remote Work and Autonomy

Remote work improves the work environment for 74% of employees, with hybrid models offering opportunities for autonomy and reduced commute stress[16]. Offering autonomy in how, when, and where work gets done can improve engagement, performance, and job satisfaction, while reducing turnover[17].

In conclusion, the future of work requires a shift towards a more relational, purpose-driven approach that prioritises employee well-being, development, and engagement. By addressing these expectations, employers can build a more productive, innovative, and loyal workforce.

[1] Harvard Business Review, 2021 [2] Forbes, 2021 [3] McKinsey & Company, 2021 [4] Deloitte, 2021 [5] Gartner, 2021 [6] Gallup, 2021 [7] Glassdoor, 2021 [8] LinkedIn, 2021 [9] World Economic Forum, 2021 [10] Harvard Business Review, 2020 [11] Deloitte, 2020 [12] Gallup, 2020 [13] McKinsey & Company, 2020 [14] World Economic Forum, 2020 [15] LinkedIn, 2020 [16] Buffer, 2020 [17] Gallup, 2019

1. To boost productivity and creativity, employees expect personalized learning and development opportunities, such as coaching, mentoring, and micro-learning initiatives.
2. As predictions for 2025 indicate, employees seek a lifestyle that incorporates flexibility, allowing them to balance work and personal life effectively.
3. To maintain high levels of motivation, employees need supportive managers who invest in their professional growth and well-being, while providing clear guidance and feedback.
4. Positive workplace cultures that encourage collaboration and mutual respect foster innovation and creativity among employees.
5. Problem-solving skills are crucial in the ever-changing business landscape and can be enriched through continuous learning, teamwork, and strategic leadership.
6. In the future of work, employers that prioritize employee well-being and mental health, such as offering mental health access and stress management programs, will influence their workforce's overall satisfaction and productivity.
7. Modern employees want to work for organizations that demonstrate a commitment to diversity, equity, and inclusion, as shown by transparent communication, bias training, and equitable policies surrounding both hiring and advancement.
8. The ability to communicate effectively is essential for fostering trust, collaboration, and innovation, making it a valuable skill for employees across various job roles and industries.
9. Balancing job responsibilities with personal commitments like relationships, pets, travel, and hobbies is important for employees' overall well-being and performance.
10. Marketing trends show that fashion-and-beauty, food-and-drink, shopping, and career-development sectors will be attractive fields for workers, as they offer potential for personal growth and advancement opportunities.
11. In the future, upskilling and reskilling initiatives will play a significant role in maintaining employee relevance, providing them with the necessary skills to adapt to a rapidly fluctuating job market.

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