Summary of “9 Trends That Will Shape Work in 2025 and Beyond” – Harvard Business Review (January 22, 2025) by Emily Rose McRae
This article, published in the Harvard Business Review by Emily Rose McRae and colleagues, explores key trends shaping the future of work in 2025. Based on Gartner research, the authors identify three major challenges business leaders must navigate: (1) new demands for a future-ready workforce, (2) the evolving role of managers, and (3) emerging talent risks. Within these challenges, nine significant trends are highlighted that will impact how organizations function and compete.
New Demands for a Future-Ready Workforce
- Loss of expertise due to retirements and AI disruption – A record number of experienced employees will retire in 2025, creating a knowledge gap. Meanwhile, AI has taken over many tasks once performed by junior employees, limiting their learning opportunities. Organizations must implement structured knowledge-sharing systems to ensure skills transfer across generations.
- Organizational restructuring for AI adoption – AI is driving change, but traditional corporate structures hinder its full potential. In response, companies will flatten hierarchies, streamline decision-making, and create more agile learning environments.
- Rise of AI-powered “nudgetech” for collaboration – Workplace collaboration satisfaction is declining. AI-driven “nudgetech” will help personalize communication, improving teamwork by aligning employee interactions with individual work styles.
The Evolving Role of Managers
- Employees will trust AI over human managers for fairness – Surveys show that employees perceive AI-driven decision-making (e.g., performance reviews, compensation) as less biased than human managers. AI will increasingly assist in management tasks, while human oversight remains crucial for validation.
- AI complicates talent management – AI enhances productivity but also enables mediocre performers to appear more competent. Organizations must refine evaluation criteria to differentiate truly high performers from those relying on AI tools.
- A shift toward inclusion and belonging – DEI efforts are becoming more focused on fostering inclusive cultures rather than solely increasing representation. Companies will emphasize creating fair processes and strong workplace connections, leading to more organic workforce diversity.
Emerging Talent Risks
- AI-first strategies risk undermining productivity – Many organizations rush to implement AI without considering workflow friction, training gaps, and operational costs. A human-centered approach to AI adoption will be critical for maximizing its benefits.
- Loneliness as a business risk – Workplace loneliness is rising, negatively impacting performance and engagement. Organizations will implement guided collaboration and social connection initiatives to address this issue, with some even providing financial incentives for employees’ social activities.
- Employee activism shaping responsible AI use – As organizations struggle to set ethical AI policies, employees are increasingly advocating for responsible AI implementation. Businesses that co-create AI strategies with employees will gain a competitive advantage.
Conclusion
To stay competitive, organizations must determine which trends will most impact their workforce and business objectives. Leaders should evaluate which changes pose risks and which offer opportunities for differentiation. Addressing these challenges proactively will be essential for sustaining growth and talent retention in the evolving work landscape.