The Future is Now: 5 Workplace Challenges That Will Shape 2025

While we don’t have a crystal ball, it is easy to predict that 2025 is going to be another year of massive transformation at work. From continued AI integration to economic and global instability, people at all levels in organizations are continuing to experience elevated levels of stress in the workplace in the face of rapid change.

As we embark on a year that will no doubt be characterized by uncertainty, what better way to understand what we may be facing than to lean into the research. Wiley Workplace Intelligence surveyed 2,000 individuals to gain insight into the emerging priorities of organizations around the country. Read on to learn more about how you can prepare for the top five anticipated challenges of 2025.

Challenge: Equipping the Workforce to Leverage AI Potential

While it’s impossible to predict where we will be this time next year with the rapid pace of change, one thing is for sure: organizations need to actively work to align their workforce with future business needs. Whether it is technological change, work model evolutions, or new business priorities, 36% of our respondents listed this as their top anticipated challenge of 2025.

What you can do: To align your workforce with future business needs, focus on encouraging agility in your organization. Clear communication is a foundational element of good organizational culture, and in the face of rapid change communication can make all the difference. When it comes to fostering resilience, building new skills, and embracing digital tools and technologies, clearly communicate your expectations, offer resources to help, and create a two-way communication channel to process challenges as they come up. These simple steps can encourage a growth mindset that will help your business long into the future.

Challenge: Upskilling Employees

35% of our respondents listed upskilling employees as a top challenge in the coming year. Along the same lines as the need to align workforces with future business needs, upskilling requires agility and support to implement effectively. As organizations explore the potential of artificial intelligence, embark on new initiatives, and respond to the changing global environment, there may be a need for individuals to learn new skills to do their jobs effectively, which has the potential to inspire both anxiety and excitement.

What you can do: The first step to effective upskilling is to identify quality learning opportunities and make them accessible to those who need them. This goes as much for managers as it does for individual contributors. Managers are often expected to provide these opportunities for others while being overlooked themselves. Expecting people to know how to engage new technologies and build skills without the appropriate training is a recipe for failure. Morale will dip, turnover will increase, and your bottom line will take a hit. As opportunities for upskilling arise, managers can collaborate with their teams to find training programs or materials so individuals will have the support they need to learn how to build these new skills effectively. When people have the tools they need to succeed, and they see the results of their new competency, morale will increase, which has positive benefits on many levels

Challenge: Attracting and Retaining Top Talent

Attracting and retaining top talent is another expected challenge in 2025. As the economy continues its turbulent trajectory and organizations implement new initiatives (such as the recent increase in return to office mandates), “The Great Stay” has the potential to turn into another “Great Resignation.” While people have largely been staying put in their jobs (even with unprecedented levels of stress and unhappiness), as the world continues to change and priorities shift, there is an emerging concern that organizations may struggle to attract and retain top talent (with 32% listing that as their top concern).

What you can do: Good organizational culture is the backbone of any successful organization. While we can’t control the external factors that may impact business goals, the way you implement initiatives goes a long way in creating cultures that attract and retain talent. Effective communication, encouraging healthy work/life balance and flexibility, and providing opportunities for growth regardless of the external factors that may impact your business, will go a long way in creating an organization where people want (not need) to stay.

Challenge: Economic Uncertainty

30% of respondents shared that economic uncertainty was a top anticipated challenge for the upcoming year. Financial concerns can have a significant impact on both individual employees and organizations at large. From fears regarding job security in the face of financial instability and anxieties about reduced benefits and compensation, to increased workload and fewer career development opportunities, economic uncertainty can have a significant impact on morale and wellbeing in your organization.

What you can do: Again – effective communication and agility are the antidote to uncertainty of any kind, including financial. While it may be easier said than done, reacting with fear-driven decision making can create tense environments that have the potential to curb the curiosity and growth mindset necessary for success in 2025. If, for example, you are unable to provide traditional raises or bonuses, explain why clearly in order to reduce confusion and foster transparency, and provide alternative benefits that, while may not have the same immediate impact as financial compensation, show that you are invested in the wellbeing of your people. This could be increased work model flexibility, learning opportunities, career development, and meaningful recognition.

Challenge: Employee Engagement

Keeping employees engaged in the face of uncertainty and constant change isn’t easy and is a top predicted challenge for 30% of our respondents. Burnout and overwhelm are prevalent, financial and personal stressors spill over into work, and the state of the world at large can all impact an employee’s performance and engagement. That is why it is more important than ever that organizations go all-in on creating cultures based on effective communication and cohesion so that regardless of what happens, work feels like a safe place that treats employees as the people they are.

What you can do: It shouldn’t be a surprise to say that communication and culture are important to employee engagement (as well as the other top challenges). Build trust in your organization by fostering transparency around changes or turbulent times and leverage the talents of your people. Take an individual approach to engagement, by meeting people where they are. For example, some people need ample warning and extensive communication before feeling ready to embark on a big organizational change, whereas others like to dive right in, and information can just bog them down. It is up to managers to learn how to engage their people and create an environment where everyone feels valued and trusted as we kick off 2025.

Wherever this year takes us, our research has provided some goalposts for success in the year ahead. By creating organizations that promote communication and healthy cultures, you can weather whatever comes your way.

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Wiley Workplace Intelligence conducts in-depth research on key workplace issues by gathering insights from individual contributors, managers, and leaders. Wiley Workplace Intelligence then analyzes these findings to provide actionable solutions that are shared in our blog.