Exploring Relational Priorities: Survey Unveils Key HR Focus Areas in 2025
In the realm of human resources (HR), establishing a bonded atmosphere is a primary objective for leadership, as per a recent study. According to Gartner's survey of HR leaders, connection is the cornerstone of securing cultural consistency. The workplace culture, often perceived as the amalgamation of collective narratives and agreed-upon principles, encourages collaboration and productivity. A sense of connection is the basis of engagement, and this cultural connection transcends digital tools. Looking ahead to 2025, HR strategies focusing on support and performance place emphasis on connection.
Connection and Productivity in 2025
Emily Field, a McKinsey partner, highlights that managers in 2024 were forced to deliver more with less whilst grappling with a restriction in autonomy. Gartner's analysis of HR leaders in July 2024 suggests that 75% of those surveyed were overwhelmed by the broadened responsibilities of their line managers, with an overwhelming majority (69%) acknowledging their inability to lead change effectively in 2025. Connection to a high-performing culture can aid in this regard, as the workplace culture survey discovered a clear interlink between culture and individual productivity. In the context of 2025, how can HR leaders and employees foster connections within the performance-driven culture?
The workforce in 2025 exhibits a paradox: as the number of management roles decreases, the workload for mid-level managers increases. The need for self-leadership and autonomy has never been more urgent. While AI can boost productivity, self-leadership is an internal endeavor. Supporting and streamlining managers' tasks via AI is essential, but the humans at the core of the process require HR leaders' attention. The creation of a cultural bond cannot be automated; it is an experiential journey.
Embracing Gen Z: HR Leaders' Connection Challenge in 2025
Currently, Gen Z constitutes one-fifth of the U.S. labor force, surpassing Baby Boomers. By 2025, it is estimated that 1 in 10 managers will be Gen Z. Unless employment opportunities diminish or the new Gen Z leaders struggle due to lack of preparation (or motivation). McKinsey partner Field advocates for a trial-and-error approach, stating, "Let's test and learn, and then let's adapt based on what serves us best." The responsibility to determine the best tools for easing the pressures of Gen Z managers falls on teams and their leaders in 2025. A captivating thought: perhaps these tools don't necessarily involve technology.
Training is generally considered the panacea for HR solutions. However, as the goal is engagement, a reconsideration of this approach might be necessary.
For 2025, leaders must contemplate where traditional training falls short. Mark Whittle, Vice President of Advisory in the Gartner HR practice, states, "Although 75% of organizations have enacted substantial adjustments to their leadership development programs, and more than half are increasing investments in leader development, they are not reaping the results."
Does training for a skill or task take into account the evolving expectations, psychological state, or receptivity of the workforce? How does one train for culture, engagement, motivation, and resilience? Can one train on tribal wisdom and expertise, or do we rely on intuition and AI to supply those elements?
Connection vs. Disengagement: A Matter of Focus
Perhaps organizations are concentrating on the wrong aspects. While AI can facilitate processes and expedite operations, it can also isolate workforces and foster alienation. Training provides instruction on a process, but what about the people within that process? Coaching, particularly for new managers, can be beneficial - it focuses on the individual, addressing their specific challenges and introducing new perspectives on the modern world of work. By comprehending the individuals within the process, coaching bridges performance with the person, fostering greater self-leadership and expertise. According to Daniel Zhao, an economist at Glassdoor, the discourse surrounding the emotional aspects of work is where HR leaders should focus their attention.
"There's an increased emphasis on emotional intelligence for leaders and managers in the past five years. Similarly, there's been a proliferation of discussions on employee well-being, setting boundaries, and providing clarity. Gen Z is being asked to uphold good leadership," Zhao says, notwithstanding the elevation of the bar for leadership across all generations. HR leaders are on the hunt for innovative methods to adapt in 2025.
Training workshops center around processes, and AI plays a role in this area. However, state of mind is what shapes performance - and connection is what drives engagement. For HR leaders, the role of coaching in their strategic blueprint must be considered. The experience of connection is the cornerstone of an engaged and productive culture in 2025.
- In 2025, as Gen Z becomes a significant portion of the workforce, HR leaders must consider how coaching can help new managers navigate the modern world of work and foster a sense of connection, addressing their specific challenges and introducing new perspectives.
- By 2025, the focus of HR strategies should shift from traditional training towards understanding and addressing the emotional aspects of work, such as emotional intelligence and employee well-being, to encourage self-leadership, growth, and a stronger connection within the workforce.
- As we approach 2025, HR leaders must reconsider their approach to training, focusing on how it can account for the evolving expectations, psychological state, and receptivity of the workforce, rather than just providing instruction on tasks or processes.
- According to Gartner's HR practice, while many organizations have made substantial changes to their leadership development programs and increased investments in leader development, these efforts have not necessarily resulted in improved engagement or productivity. Instead, HR leaders should prioritize coaching and fostering a sense of connection within the workforce.
- Looking ahead to 2025, HR strategies that prioritize connection and collaboration over isolation and alienation will be essential for building and sustaining a high-performing culture that is capable of meeting the challenges and opportunities of the future workforce, particularly with the increasing presence of Gen Z in management roles.
