After 2020 rocked our collective worlds, workforce dynamics have shifted significantly and rapidly.
Between technological advancements, dynamic employee expectations, and hybrid approaches – leaders must rethink and reprioritize what it means to effectively manage and support their teams for short-term gains AND long-term goals.
In our opinion, of all the workplace priorities for managers going into 2025, five make our top priority list.
First … Invest in Adaptive Leadership Development
When faced with an onslaught of rapid change, managers need to challenge themselves to go beyond traditional skills. They must continually adapt to challenges (expected and unexpected), manage diverse and geographically spread teams, and stay focused on innovation.
Developing adaptive leadership skills at every level of the organization will help to continually build team resilience, outside-the-box thinking, and agile problem-solving.
Here’s how to build adaptive leadership:
- Continuous Learning: Challenge leaders to challenge themselves to ongoing learning and up-skilling initiatives, like online courses, mentorship programs, and cross-functional projects. Allow them time and space to build ongoing learning into their role in a way that works and that helps to dispel comfortable decision making.
- Scenario-Based Training: Use simulations, scenario-based exercises, and case studies to prep leaders for managing unexpected changes across a variety of problems (tech, training, workforce, logistics). Cast a broad-net of problems to encourage unique approaches.
- Emotional Intelligence Training: Train leaders in emotional intelligence so the foundation of the team can be stronger relationships, a more cohesive understanding of team needs during periods of change, and an approach that leans into longevity.
Prioritize Employee Wellbeing and Mental Health
The focus on mental health and wellbeing in the workplace isn’t new, but in 2025, it will be even more critical to nurture.
After the pandemic, remote work, and the push toward hybrid models, employees expect workplaces that support their mental and emotional health and increasingly expect leadership to adopt a holistic approach in addressing both individual and organizational well-being.
Here’s how to prioritize mental health in the workplace:
- Flexible Work Policies: Providing more remote work options, flexible hours, and four-day work weeks. Make employees take all of their holiday time and lieu time as a hard woven company policy on wellness.
- Mental Health Days: Encourage employees to take time off to focus on their mental, emotional and physical health – without stigma. Make wellness accessible.
- Access to Mental Health Resources: Offering services like counseling, mental health apps, online support, and wellness programs as a part of your employment package/in-house policies.
- Building an Inclusive Culture: Creating open dialogue and encouraging employees to express their concerns and challenges in controlled (and safe) spaces – without the fear of being reprimanded.
A culture that values mental health not only improves employee morale but also boosts productivity and reduces burnout.
Embracing Digital Transformation and Upskilling
There is no question that leaders need to prioritize technological changes, and to ensure that employees are equipped with the skills to adapt. Upskilling programs help employees stay current with new technologies and give organizations a competitive edge in the competitive employment space.
How to embrace digital transformation and upskilling:
- AI and Automation Skills: AI and automation has become integral to business processes (and thus) employees need ongoing training to stay current, and to lean into technology in the workplace.
- Data Literacy: With data driving more business decisions, having data-literate employees is crucial. Leaders should offer data analysis and interpretation training to encourage only data-driven decision-making across the organization.
- Soft Skills Training: Communication, adaptability, and problem-solving are essential. Investing in soft skills will empower employees to adapt to new technologies and changes in the workplace by feeling more confident and capable overall.
Maintain a Culture of Diversity, Equity, and Inclusion (DEI)
Diversity, equity, and inclusion have become more than just buzzwords — they’re essential components of a healthy and productive work environment.
A strong DEI focus creates a sense of belonging, boosting employee engagement and increasing retention. Leaders must take intentional, actionable steps to integrate DEI into every aspect of the workplace, from hiring practices to daily interactions.
How to cultivate a more inclusive workplace:
- Diverse Hiring Practices: Implement unbiased recruiting methods (like blind recruitment) to encourage a more diverse applicant pool.
- Inclusive Policies and Training: Offer training on unconscious bias, inclusive leadership, and cultural competence. Bring in experts, host lunch-and-learn events, and embrace new ideas!
- Employee Resource Groups (ERGs): Support ERGs to give underrepresented employees a platform for connection, support, and development.
- Transparent DEI Goals and Metrics: Set clear DEI goals, measure progress, and hold the organization and your team accountable.
Reinventing Employee Engagement and Retention Strategies
It’s time to rethink how leaders engage and retain their workforce. As the “Great Resignation” showed us, employees are not hesitant to leave jobs that don’t meet their needs (mentally, emotionally, financially).
A focus on employee engagement helps create a workplace where people feel valued, motivated, and connected to their work. Retaining talent is critical to maintaining operational continuity and reducing recruitment costs.
How to build recruitment, talent, and retention strategies:
- Personalized Career Development Plans: Create tailored opportunities to grow for employees based on individual aspirations and strengths.
- Recognition and Rewards: Celebrate both individual and team achievements to reinforce a culture of appreciation and recognition.
- Clear Communication Channels: Let employees feel heard by fostering open communication across all levels of the organization.
- Flexible Work Models: Have a range of work options available, like hybrid or fully remote arrangements, to meet employees’ diverse needs and preferences.
Looking for more ways to prioritize strong leadership going into 2025?
