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This post was originally published in January 2022 and has been updated for freshness, accuracy, and comprehensiveness.
The workforce is constantly evolving and will continue to do so as long as there’s room for improvement. Whether you’re ahead of the game or still playing catch-up from previous years’ workforce trends, the future waits for no one.
Though anyone can research future workplace and hiring trends as they come and go throughout the workforce, it takes real game-changers in the developing world to take advantage of and be part of changes that are yet to come.
Each of the following work trends is key to fulfilling any hiring needs and improving the retention and engagement of your current employees. Although each one is related to different aspects of the labor market, such as tech advancements, talent pool demands, and companies’ reputations, all of them are reshaping the workforce.
It seems that the pandemic aftermath is still hitting hard for most of the workforce. While the reshaped work-life balance that many workers experienced during the shutdown played a pivotal role in professionals prioritizing both physical and mental health, over 8 in 10 employees still feel stressed or mentally, physically, and/or emotionally exhausted to some degree.
Ironically, the younger generations — Gen Zs (87%) and Millennials (85%) — are the ones feeling more burned out, mostly because they’re either settling in and proving themselves in the labor market or transitioning into management roles. Aside from the economic and political landscape, here are the most common reasons employees feel burned out:
Late in 2024, the Great Detachment emerged as a trend threatening employee productivity. The concept basically refers to an engagement crisis at the workplace, arguably related to the Great Resignation and caused by stagnation at work. What’s more worrying is that employee satisfaction continues to hit all-time low records while more and more professionals are starting to search for new job openings.
The main difference from 2021’s Great Resignation trend is that this time, workers aren’t quitting. Specialists point out that this obeys the tight labor market and the recession treat, making professionals more cautious about keeping their jobs even if they feel disengaged. This outlook makes employee engagement and retention one of the biggest challenges for the ongoing and upcoming years.
As a counteroffensive against burnout, disengagement, and poor retention, employee well-being has become a priority for companies for a couple of years; nevertheless, as long as negative indicators drop off and morale increases, employers should keep an eye on their workforce’s emotional and psychological well-being.
Continuously evaluating workers’ well-being and how to improve it is key, especially for client-centered roles and companies, due to the strong connection between employee engagement and customer service.
There are different strategies you can try to keep your workforce healthy and happy, from offering generous corporate perks that meet employees’ needs to having initiatives and programs that allow them to feel replenished at work, such as flexible time off, early leaves, hybrid work, wellness activities during work hours, etc.)
Tools, updates, and a digital mindset to enhance efforts and propel success remain in the spotlight when it comes to work trends. The question “What is the future of work?” can’t even be answered without discussing how AI technologies are reshaping the digital revolution and taking each industry by storm.
Agentic AI has become the latest breakthrough in Artificial Intelligence among the workforce and the workplace, and many specialists point out that it’s already reshaping the workforce. Instead of shying away from tech advancements, organizations are utilizing both the software and skilled professionals to continue simplifying their teams’ processes and workflows.
The AI evolution has gone from automating repetitive tasks to the creation of AI agents capable of assisting workers in more complex tasks, so they can increase their scope in more projects. Nevertheless, AI agents gaining more relevance in companies’ processes requires employers and employees to document how they’re shaping and implementing AI in their daily operations to get the most out of it and guarantee a more effective form of collaboration.
Business leaders on their own path toward a digital revolution can bank on resources and programs with a greater range in capabilities and accessibility, especially if custom-designed. The true test for companies will be keeping the human element at the forefront of progress.
As roles continue to evolve due to artificial intelligence and other breakthrough technologies, as well as labor market changes, but here’s the kicker, roles and responsibilities don’t make employees great at their jobs; sharpened skill sets do.
Not only are employers looking for state-of-the-art skills, but professionals, too. Investing in developing specific fields, such as AI and human skills, will improve your recruitment, retention, and engagement rates, as career progression and learning opportunities tend to outrank compensation when picking a job over another one.
Whether you just hired employees with high potential or already have top talent among your workforce, once you’ve hired employees with high potential, help them master their craft by honing their skill sets through upskilling.
Providing choices in learning outputs, reimbursements, or even just encouragement towards professional development and upkeep is engaging and will positively impact productivity.
As part of the human-centered approach to making professionals feel more valued, you should evaluate the frequency and quality of the feedback and recognition provided to employees.
By improving how often and how you show your appreciation and support to your employees, you’ll not only foster growth among your workforce but also have different ways to acknowledge your workers’ performance in spite of a tight budget for raises and promotions.
Nevertheless, your most seasoned employees and top performers see monetary incentives as the highest form of appreciation, so be conscious of how you balance your rewards program between coaching or non-monetary benefits, and bonuses or raises.
DEI has been in the conversation for a few years now. Although it’s been a highly politicized subject that has experienced many abrupt shifts during the current year and 2025, many specialists point out that those companies that continue to develop fair processes, standardized and unbiased recruiting efforts, and inclusive management and collaboration will continue to experience steadier growth in talent acquisition and retention.
The major shift of this work trend compared to the past year is that diversity in the workplace is turning from a goal to an outcome. Now, the more a company invests in promoting inclusion and belonging, the more talented and diverse their workforce will be, so be sure to keep an eye on this indicator.
On top of the above, remember that inclusive environments set the ground for employee development and innovation, as they give workers equal chances of showcasing their potential to ultimately improve productivity.
One of the trends that marked 2024 was the back-and-forth conflict due to return-to-office mandates and employees resistance to going back into the office. While some employers are still struggling to find a middle ground, there are companies who already found a solution by implementing hybrid work policies, especially for those remote-capable positions.
According to Gallup data, 8 in 10 employees are currently hybrid or fully remote; in addition, from the universe of workers who aren’t already under a hybrid work policy, also 8 in 10 believe they will have some degree of long-term remote flexibility.
This work trend matters not only because of its impact on employees’ work-life balance but also because when professionals work from their desired location, they tend to be more engaged at work and less likely to quit or burn out.
One of the biggest takeaways from previous years’ work trends and every career trend is the continued effort in growing both people and companies. Job seekers, employees, and business leaders learn from and adapt to each other, effectively reshaping the workforce every day.
Carefully navigating the needs and vision of both workers and organizations is one part prediction and one part reflection.
So, before setting off and cleaning out the old in place of the new, take a good look at how far your organization and those around you have come from where they once started. Then get ready to go even further.
Find below some of the most common FAQs on this year’s work trends’ influence on the workforce.
A strong approach to investing in acquiring skills over titles and/or education, the use of AI technologies to assist workers’ daily tasks, and the demand for flexibility are reshaping how companies attract and retain talent. Both employers and professionals are prioritizing adaptability and tech fluency more than ever.
Upskilling in tech, data literacy, emotional intelligence, and a strong personal brand are crucial for professionals who want to stay competitive. Candidates who show agility and a learning mindset are leading the talent market.
Since work trends such as hybrid work, AI integrations, and inclusion are redefining workforce dynamics and how organizations operate, keeping pace with these trends helps HR stay proactive, not reactive. It ensures their recruitment, retention, and culture strategies align with the talent market expectations.
With Gen Z entering and Boomers retiring, companies face evolving values ranging from work ethics to diversity and flexibility. As younger generations become the majority in the labor market, there’s a stronger demand for transparency, purpose-driven work, and inclusion.
AI is influencing the future of work in many ways, from creating new job opportunities to streamlining hiring, predicting workforce needs, and redefining productivity. Both companies and professionals can gain a competitive edge from smart AI integration in their daily processes.
Yes, especially in white-collar sectors. Whether it’s hybrid policies or fully remote work, flexible work schemes are no longer a perk, but a baseline expectation that directly impacts retention and satisfaction. On top of becoming a workforce demand, this shift obeys the hunt for a better work-life balance and achieving greater productivity through flexibility.
Contributed by Mary Dominguez & Luis Arellano
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