My Predictions for the 2025 Workplace Trends

As 2025 approaches, the workplace is set to experience seismic shifts. From navigating political changes to embracing cutting-edge technology, organizations face both challenges and opportunities. Here are the top predictions for workplace trends in 2025 and how leaders can align their purpose, strategy, and culture to thrive: 

1. Executive Administration Uncertainty Will Impact Businesses 

Probably the most obvious, every change in administration brings shifts in labor laws, regulations, and business policies. The upcoming turnover in 2025 is no exception. Leaders can expect changes in federal workforce, union support, and of course immigration.

These shifts create anxiety and uncertainty but also underscore the need for scenario planning. Leaders must ask, What changes could impact us? and develop strategies to adapt. 

2. AI-Powered Empathy Tools Raising Complex Questions 

While AI is nothing new, 2025 will see a surge in its applications within the workplace. A concerning trend is the rise of AI-powered empathy tools that tailor communications based on personality assessments. While efficient, these tools risk undermining authenticity and real human connection. 

Moreover, organizations are reallocating budgets from labor to AI investments. Intuit and others have made headlines for reducing headcount to fund AI projects. Leaders must balance innovation with humanity, ensuring technology serves rather than replaces their people. We spoke about this in a past newsletter read it here:

3. The Totally Unnecessary but Inevitable 5-Day a Week RTO Push 

The hybrid model is evolving, with some companies pushing for full-time in-office work. Amazon’s return-to-office policy—complete with assigned seating—signals a growing trend. In fact I heard last night that Boeing just implemented 5 days a week RTO policy as well. This shift isn’t just about culture; for some, it’s a deliberate effort to reduce headcount by attrition. While office mandates may appeal to traditionalists, leaders must ask themselves: Does this truly drive results? (spoiler alert: No). 

4. Middle Managers Face Extinction 

Middle management roles are disappearing as organizations flatten hierarchies and expand spans of control. AI tools are enabling this shift, making it possible for fewer managers to oversee larger teams. This trend challenges middle managers to focus on outcome-driven leadership, as activity-based management becomes increasingly obsolete. For those in these roles, adaptability and accountability are key to survival. 

5. The Culture Rebellion Is Here 

Employees are tired of superficial perks like ping-pong tables and pizza parties. In fact, they are starting to resent these “culture” perks. Instead, they demand meaningful actions such as fair pay, job security, and respectful treatment. The backlash against performative culture efforts—amplified on platforms like Reddit’s anti-work forums—highlights a critical truth: Culture is not about perks; it’s about how people think and act to achieve results. 

Navigating 2025: So what should you do about it? 

Amid these trends, the role of accountability has never been more crucial. As leaders, you can either blame external forces—politics, technology, or executive decisions—or take ownership of what’s within your control. Accountability means making a personal choice to focus on what you can control and taking the steps necessary to drive results. 

Ask yourself: 

• What’s going on? 

• What about this can I control? 

• What else could I try? 

• What am I going to do by when? 

By answering these questions, you can lead your teams above the line, fostering a culture of alignment and adaptability. 

The workplace of 2025 will demand resilience, adaptability, and a relentless focus on results. Leaders who align purpose, strategy, and culture will not only weather the changes but thrive. Take accountability, inspire your teams, and ensure your organization is prepared to meet the future with confidence and clarity. 

Elsewhere In Culture 

The Spirit Airlines testimony in the Senate highlights a challenge that resonates across industries: how entrenched systems can stifle competition and innovation. Matthew Klein’s remarks about unfair practices and systemic barriers reveal the ripple effects of a culture that prioritizes control over collaboration. This dynamic doesn't just impact profitability or strategy—it shapes the way organizations operate and how they engage their teams. When the “rules of the game” constantly shift to protect legacy players, it creates an environment that resists progress and diminishes trust. The testimony serves as a powerful reminder of the importance of fostering a workplace culture built on fairness, adaptability, and a commitment to continuous improvement. 

Spirit’s response through its “Project Bravo” reorganization plan illustrates the necessity of aligning culture with strategy during moments of disruption. Reorganization isn't just about adjusting operations—it’s an opportunity to redefine how a company approaches challenges and change. When barriers arise, the most successful organizations are those that cultivate resilience and creativity across all levels, turning obstacles into opportunities for growth. The Spirit Airlines story underscores that culture isn’t a soft concept—it’s the foundation that determines whether an organization adapts and thrives or falters under pressure.

The strike at The Guardian and The Observer isn’t just a story about labor disputes; it’s a reflection of how organizational culture impacts decisions with far-reaching consequences. Journalists at these storied publications are fighting to preserve the values and legacy that define their work, highlighting the tension between financial pressures and cultural stewardship. When leadership moves too quickly to resolve challenges without fully engaging their people, they risk alienating the very individuals who sustain the organization’s identity. This situation underscores the importance of transparent decision-making processes that align business strategy with cultural values, ensuring that both legacy and innovation are preserved. 

The planned sale of The Observer also raises questions about how companies adapt to shifting business models while maintaining trust. Guardian Media Group’s pivot toward digital-first strategies has been successful in many respects, but the lack of clarity around the Observer’s future creates a cultural and operational vacuum. Moments like these demand a workplace culture where employees feel empowered to contribute to solutions rather than left to protest decisions after the fact. This isn’t just about preserving history; it’s about creating a sustainable future that respects the contributions and commitments of everyone involved. When organizations prioritize open communication and shared ownership, they can navigate change without losing the essence of what makes them unique. 

What's the one lesson that's shaped your leadership the most?

In this week's episode of Culture Leaders, I sit down with Steve Pruett, Chairman of Cox Media Group and author of "The Gain Principle," to dive into his journey from a small farm to leading one of the nation's largest media companies.

We explored:

🔥 The mindset shift that transformed his career — and how it can change yours.

🔥 Balancing radical transparency with smart leadership.

🔥 Turning personal loss into a source of growth and purpose.

Steve's framework for growth (GAIN: Go, Assess, Identify, Next) is powerful for anyone looking to evolve in their career or life.

It's a conversation you don't want to miss. Listen now!