Top TA & HR Prediction For 2025

Sasa Ferrari, VP of Talent Acquisition, Learning and Development, and Employee Experience, SurveyMonkey

 

2025: The Year to Prioritize and Perfect Talent Retention

SurveyMonkey research on workplace trends reveals that 41% of Gen Z workers feel the ideal tenure at a company is four years or less, reflecting a broader cultural shift towards prioritizing mobility over longevity. While young professionals have long been associated with job-hopping—a critique previously leveled at millennials—this mindset has now become a new normal. For employers and HR pros, this underscores the challenge of retaining top talent in a workplace increasingly defined by its fluidity.
 
In 2025, the most successful organizations will hone their focus on creating a culture that balances high performance with personalized employee engagement. By fostering an environment where employees can thrive, develop, and connect with a sense of purpose, companies can achieve long-term loyalty rather than merely chasing short-term performance metrics. Employee engagement will evolve from being an occasional initiative to becoming a core, strategic pillar of talent retention efforts.

Rebecca Cantieri, Chief People Officer, SurveyMonkey

1. 2025 is the Year to Conquer Disengagement

US companies lose between $450-$550 billion yearly due to disengaged workers, and disengagement is only on the rise. Dispersed workplaces are blurring work-life boundaries and employees are disgruntled about a variety of things. And the data supports it! A recent study from SurveyMonkey revealed nearly half (44%) of workers think their department should prioritize employee engagement and satisfaction.
 
In 2025, successful employers and their HR leaders will put thoughtful effort into identifying what matters most to employees so they can more effectively weave value and meaning into their jobs. When employee engagement is high and employees are tapped in, productivity also rises.

2. Future-proofing the Workforce: Learning in the Age of AI

SurveyMonkey research shows that 72% of workers who have used AI at work say it has made them more productive. And 62% of employees agree that upskilling improves engagement. As we dive deeper into the AI-driven era, the future of work will be defined by adaptability and continuous learning.
 
The key to organizational success lies in a shared commitment to upskilling and reskilling, between both employers and their employees. In 2025 and beyond, leaders must invest in learning programs that equip employees to harness AI tools while also strengthening uniquely human skills such as creativity and emotional intelligence.

Employees must also adopt a growth mindset, embracing learning opportunities to remain competitive in a rapidly evolving world and workforce. By prioritizing adaptability and collaboration, organizations and their employees will be prepared to navigate the rapid evolution of technology and its place in everyday work.

3. HR Pros Will Navigate the Twists and Turns of a Tense Political Climate

Research on workplace trends shows that 45% of employees report more workplace conflicts related to political and social identities today than ever before. With tensions in the workplace at an all-time high, HR pros must navigate this tense political landscape delicately and thoughtfully.

This is especially true when it comes to the Gen Z workforce. Data from SurveyMonkey and CNBC paints a picture of the evolving US workforce and highlights a growing gap between generations. That gap and the unique behaviors of Gen Z, who are more likely than other generations to approve of talking about politics in the workplace, may signal the start of a generational shift in workplace culture.
 
HR pros must be sensitive to varying needs in a generationally diverse workforce to continue to attract, retain, and motivate all employees.

4. The New Year Will Bring Opportunities to Define, Earn, and Build Trust

Recent SurveyMonkey research affirms workers largely have a favorable impression of HR—seven out of ten (71%) are trusting of HR. This lines up with what HR pros think, too. Three-quarters (74%) of HR pros believe employees are trusting of HR. That number jumps to 87% in companies where feedback is promoted, and drops to 48% in companies where feedback is inhibited.
 
HR pros must continue to empower employees to share openly and honestly. Trust is defined, earned, and built by consistently asking, actively listening, and thoughtfully acting.
 
HR teams that encourage employees to provide feedback without risk of rebuke help foster a culture of transparency, consistency, and mutual respect. By embedding trust into feedback processes, leaders can strengthen workplace relationships, drive employee engagement, and create a more inclusive and productive environment.

Antoine Andrews, Chief Diversity and Social Impact Officer, SurveyMonkey

1. Allyship Will Be the Cornerstone of Inclusive Workplaces

An ally is someone who actively supports and advocates for equity, using their voice, influence, and actions to challenge injustice and uplift underrepresented or marginalized communities.
 
Having an ally in your career can make all the difference, with research showing that 92% of people say allies have been valuable in their success. Further, those with at least one ally in their workplace are almost twice as likely to feel a sense of belonging and satisfaction when it comes to their workplace culture and job role.
 
In 2025, allyship will remain the heartbeat of workplace inclusion. The most successful workplaces will be those where allyship evolves from a well-meaning value to an indispensable skill. Allies will not only advocate for equity but also influence systematic change, ensuring that inclusion becomes a shared responsibility.

2. Sponsorship Will Be the Foundation of Strong Communities

In 2025, building strong organizational communities will depend on a renewed commitment to sponsorship. Unlike allyship, which involves using privilege to support underrepresented groups, or mentorship, which focuses on one-on-one guidance, sponsorship is about advocating for someone's career growth. Sponsors actively use their influence and political capital to open doors and create opportunities.
 
As organizations strive for greater equity, sponsorship will emerge as a critical tool to ensure diverse voices are not only included but elevated into positions of leadership. By pairing rising talent with senior leaders who actively champion their growth, companies can break down barriers, foster cross-functional collaboration, and strengthen their broader sense of community.
 
The best workplaces will prioritize sponsorship to champion inclusive, dynamic cultures built on trust and mutual investment where employees feel seen, supported, and inspired to thrive.

3. The DEI Narrative Will Remain Resilient Through Storytelling

A recent Lattice survey reported that 15% of its respondents said DEI programs in the workplace are a priority, an all-time low. Yet despite some companies choosing to scale back their DEI initiatives, the underlying core values of diversity, equity, and inclusion remain a deeply rooted part of a thriving and inclusive organizational culture.
 
Efforts to reframe or reduce the visibility of DEI programs—often driven by a desire to sidestep politically charged stigmas—are less about abandoning these values and more about adapting their presentation to align with shifting perceptions. This reframing of DEI can offer an opportunity to normalize and integrate these principles more deeply into organizational culture, making them a seamless part of how businesses operate rather than a standalone initiative.
 
Looking ahead to 2025 and beyond, forward-thinking employers will champion the enduring importance of diversity, equity, and inclusion, recognizing that how these principles are positioned can be just as impactful as the programs themselves. Organizations that embrace thoughtful, inclusive storytelling and embed DEI into their identity will be in the strongest position to attract top talent, drive innovation, and remain resilient in an ever-evolving workplace landscape.