As organisations reframe in 2024 and look towards 2025, they face ongoing disruption and transformation driven by global crises, economic challenges, and technological innovations. Based on research by Gartner, nine key trends will shape the future of work. Businesses that align their talent and operational strategies can gain a competitive edge.
As gatekeepers and first-point-of-contacts, EAs will be at the forefront of this revolution. To stay one step ahead, they must remain informed about trends shaping their organisations.
Trends to look out for beyond 2024
Creative benefits for employees: Nearly 50% of employees believe it prioritises employer preferences over their own if they are forced to return to the office. To counteract this, organisations should introduce innovative benefits such as housing subsidies, enhanced caregiver support, and student loan repayment programmes to retain talent and balance these costs.
AI’s impact on the workforce: Fortunately, in the short term, Artificial Intelligence (AI) won’t replace most jobs. Instead, it will reshape the current status quo, particularly work related to text and data. AI will be integrated into 70% of such work by 2025, requiring companies to adapt roles and focus on training employees in AI-related skills.
Four-day workweeks: Once a far-fetched idea, they are now a sought-after benefit. Most candidates view the four-day workweek as highly attractive, and organisations are beginning to embrace it to improve productivity and employee well-being, particularly as talent shortages persist.
Conflict resolution skills for managers: It will become increasingly necessary for managers to upskill themselves in conflict resolution mediation, which will impact overall team performance and morale.
Hard lessons from AI experiments: Although AI has garnered enthusiasm, Gartner warns of the “trough of disillusionment,” where inflated expectations are not met. Companies must manage risks, particularly around data security and the accuracy of AI-generated outputs, while ensuring proper training in AI governance.
Rise of skills-based hiring: Although having qualifications in your field of expertise is still important, degree requirements are increasingly being trumped by skills-based hiring. Major organisations are turning to internal training and apprenticeships to develop talent, resulting in a more diverse and qualified workforce that bypasses traditional educational barriers.
Climate change benefits: Climate-related disasters are becoming more frequent, and organisations are beginning to offer specific protections for affected employees. These include providing disaster relief benefits, paid leave, and mental health support, especially for businesses in vulnerable regions.
Embedding DEI: Despite growing disillusionment with diversity, equity, and inclusion (DEI) initiatives, companies will integrate DEI into their daily operations rather than treating it as a separate agenda. This aims to enhance performance and long-term business outcomes.
Flexible career paths: Traditional career paths are changing as workers seek flexible and non-linear paths, such as part-time work, sabbaticals or breaks mid-career, or even moving out of their industry into something new. Companies should adapt by offering their employees options to job-share, leave-and-return opportunities and career rotations to retain talent and ensure continuity.
Therefore, organisations must be selective in prioritising these trends. Successfully adapting will not only enhance talent retention but also enhance future strategic positioning.
Source: Harvard Business Review, article by Emily Rose McRae, Peter Aykens, Kaelyn Lowmaster and Jonah Shepp with research contributors Benjamin Ashley, Bing Chen, Ben Cook, Amrita Puniani, and CV Viverito.
