We’re already halfway through 2025. And if you’re anything like us, you have so many competing priorities it feels like you haven’t even scratched the surface. When you’re juggling constant change, growing complexity, and sky-high expectations, it’s hard to know which trends are worth your time.
If you didn’t bookmark all those headlines back in January (or even get a chance to read them), we’ve pulled together 10 people-first themes every HR leader should have in their back pocket for the prioritisation and budget planning coming in Q4. They shine a light on what your people need, what’s getting in the way - and practical ways HR can support transformation.
1. AI is here to stay. And employees need you to have a plan.
- 44% of employees say their organisation is integrating AI, but only 22% have received a clear plan for how it will be used. (Gallup, 2025)
- 47% of employees using AI don’t know how to meet AI productivity expectations. (Gartner, 2024 via SHRM)
And what’s more – people just haven’t got the time to learn or focus on implementation, while C-Suite leaders are showing a tendency to expect results without investigating reality.
2. Don’t stereotype employee preferences by generation - Gen Z prefer face-to-face.
- 58% of Gen Z workers prefer in-person communication — more than Gen X (57%) or Millennials (52%). (Udemy, 2025)
- 66% of employees surveyed in the same report – and across generations - have felt misunderstood due to communication style differences.
While a lot of online content is busy stereotyping the newest generations of the workforce, the pushback against tech is quietly beginning. Gen Z and Gen Alpha may be digital natives, but perhaps that is making them prioritise real-world interactions even more.
3. Change fatigue is real, and the majority of employees are overwhelmed.
- Employees now experience an average of 13 enterprise-wide changes a year - 5x more than eight years ago. (Gartner)
- Only 44% support recent organisational changes, down from 74% ten years ago. (Gartner)
Yes the world of work has changed hugely in the last ten years – but employees are still looking for stability in an uncertain world. If you can give it to them, it could well make a difference to your employee retention numbers.
4. Fewer people want to be managers.
- 75% of HR leaders say managers are overwhelmed by expanding responsibilities. (Gartner)
- 52% of UK employees in middle management or below don’t see management as an aspirational career. (HR Magazine)
Manager burnout is well documented – and given all that change fatigue is it really surprising that they’ve had enough? Management in 2025 involves spinning what feels like hundreds of plates – if you’re a manager achieving even a passing grade, we salute you.
5. Manager training is the most overlooked wellbeing and engagement strategy.
- Only 44% of global managers say they’ve received any management training.
- Teams with trained managers see up to 18% higher engagement. And manager performance improves by 20-28%.
- Manager wellbeing rises from 28% to 50% when that training is paired with active support. (Gallup, 2025)
Managers may be frazzled, but they often get recruited or promoted because they are high potential individuals who learn fast. Giving them the skills they need to cope is a simple way to help them feel equipped to meet mounting challenges.
6. Soft skills are today’s power skills.
According to the World Economic Forum’s 2025 report on the future of jobs:
- 67% of employers say resilience, flexibility and agility are core skills
- 61% highlight leadership and social influence
- 57% prioritise creative thinking
And we’ve seen a noticeable uptick in people looking for ways to integrate soft skills into recruitment and personal development processes.
7. The skills gap is still the #1 blocker to transformation for most businesses.
- 63% of employers say skills gaps are the main barrier to business transformation. (World Economic Forum, 2025)
- 7 in 10 SMEs plan to invest in upskilling this year according to the UK Government’s 2025 SME Skills Horizon report.
- And the same report has employers now ranking work ethic, teamwork, adaptability, confidence and learning ability above formal credentials.
With technology changing so fast it’s difficult to predict the niche skills that might be needed tomorrow – but adaptability, curiosity, and emotional intelligence will help your team through the innovation and change to come.
8. AI might be starting to create a trust gap.
- 58% of employees say AI tools save them time — but 46% believe that time should belong to them, not their employer. Meanwhile the C-suite see it very differently, with productivity gains often seen as a given. (SAP 2025)
- 57% of employees say their company hasn’t communicated how AI will impact their role. (SAP 2025)
And that uncertainty is only creating additional concern for those who believe AI is coming for their jobs. Education and communication are the answers if AI is to become a trusted partner within your organisation.
9. DE&I still matters. People are watching.
- 81% of employees would rather work for a company that values DE&I. (SAP 2025)
- But only 41% believe their company is doing enough. 23% expect inclusion to decline in the next year.
- DEI-related values are influencing attraction, retention and internal culture-building more than ever.
For employees feeling threatened by the changing political climate, an organisation which continues to stand by their values is not only reassuring, but one that they can put their own faith in. Employees are becoming more discerning, even if they don’t always feel free to voice it.
10. Employees lack trust in leaders.
- Only 2 in 10 employees strongly agree their leaders make them feel optimistic about the future. (Gallup, 2025)
- 70% of HR professionals say current leaders are not equipped to develop mid-level talent. (Gartner, 2025)
- Only 13% of employees disagree that an algorithm would provide fairer feedback than their manager – suggesting that most of them believe their management to be biased in some way. (Gartner, 2025)
Our final thoughts:
When we take the time to stop and look at the big picture, it becomes clear we’re not just navigating transformation in 2025, we’re doing it while trust is under pressure, expectations are rising, and the pace shows no sign of slowing. This year’s trends are a call to go beyond reacting and start shaping proactive strategies that will support your people. Amid all the noise, HR has never been more essential.
