HR trends, they come and go, but some trends should most certainly stay. The people-first approach has gained considerable popularity over the years, giving HR leaders a sense of direction and employees a sense of satisfaction at being prioritized. The people-first strategy is one that distinctly centers around retention and the management of worker happiness as essential to the workspace.
Unfortunately, the HR trends for 2025 suggest the people-first approach is dying out. With layoffs rising in scale, DEI trends putting existing jobs at risk, and the arrival of AI further dampening the mood for employees, the mood at work is at an all-time low. For employers, the rising threat of tariffs and the business risks they pose has further shifted the attention away from the business itself, making the people-first HR model difficult to support in 2025.
Despite the downward trend, can an organization that doubles down on a people-first, employee-centric approach manage to outshine its competitors? We certainly think so.
A people-first HR model in 2025 is still one of the best things an employer can do for its business. (Image: Freepik)
Is the People-First Approach Dying? Let’s Reflect on HR Trends in 2025
New survey data from AI company Leapsome, in partnership with Opinium, shows that 73% of companies are changing roles to integrate AI into it. Around 85% of HR leaders believe major changes are coming to their organization this year. Some HR leaders are still in support of people-centric initiatives “like DEI, flexibility, and well-being,” but 92% are facing internal resistance to enforcing such ideas.
DEI is disappearing from the workplace, and HR leaders are scrambling to ensure that the unity between workers is not affected as a result. Around 52% of US People leaders are witnessing a cultural divide at work, and for 51% of them, this threatens their DEI efforts. This trend isn’t exclusive to the US, despite assumptions, which means that unrest within the workplace is growing more than expected.
Employers Want Employees to Return to Work, Even If HR Disagrees
What do employees want? They want to work from home, but there has been a global push to force workers back into their uncomfortable office seats. Leapsome’s research showed that 63% of US HR leaders and 56% of global HR leaders were seeing pressure to enforce return-to-office policies despite 81% of them being of the opinion that this was not the right move for the organization.
The boots-on-the-office-ground approach is one that is being pushed by employers, but there appears to be a disconnect between them and their workers. Most businesses appear to be comfortable with this divide as long as the work gets done at the end of the day, but there is going to be a dent in productivity and performance in the long run.
Many employers are also okay with this because the job market is full of workers who will willingly replace the unproductive ones, but this hiring and firing strategy doesn’t work too well long-term either. People-first culture and employee engagement go hand in hand, and businesses that want to stand out need to ensure it remains an integral part of their culture.
Will a Return to a People-First Strategy Help Businesses Grow?
A general shift away from a people-first culture does not mean that every business has to give in and succumb to the trend. The Leapsome research also shows that nearly two-thirds of HR leaders are accountable for building high-performing teams, which is the top priority for CEOs this year. This means that HR leaders still have the power to influence which way the wind blows next.
HR leaders who think there is a better strategy out there by investing in the people can make a difference by developing detailed strategies to make it work. The people-first HR model can be revived in 2025 if HR teams take charge, and this can help an organization retain employees and build on the talent that already exists within.
How Can HR Teams Support a Re-defined HR Model for 2025?
If AI and automation or return-to-office trends are growing in significance, HR teams don’t have to give up on their people—it does not have to be one or the other. The people-first approach could address burnout, workplace conflict, job anxiety, economic anxiety, work stress, and every other workplace issue there is right now.
There are a few different ways to build a people-first culture and build workplace engagement:
- AI is not the enemy, there are many ways to use the tools for employee growth and performance instead of against them
- Firms can look into reviving the workplace culture and communicating it with workers on principles of unity and joint goals
- Over-automation erodes trust—invest in the right technology without putting all of the investments in the area
- Encourage worker goal setting and support them with reaching milestones
- Explore inclusivity and representation in other ways, even if the organization steps away from DEI
- Create mentorship plans that link workers with others at the organization
- Reward employees for successes and acknowledge their commitment to their work
- Look into internal promotions and redefining roles in a way that does not look at AI and external hiring as the only way to build the team
- Foster two-way communication channels to address employee concerns and be responsive
- Leave room for flexibility where possible and humanize work models that acknowledge workers as individuals with needs
- Explore employee well-being in unique ways, including financial wellness
- Embrace transparency and inclusive decision-making that takes employee opinions into account to ensure plans are comprehensive
Final Thoughts on the New HR Trends in 2025
These tactics position HR as a bridge between technological advancement and human needs. Organizations that hold on to the people-first strategy will stand out massively compared to competitors right now and will continue to hold the title of a top employer when the current chaos of the world dies down.
It’s best for HR teams to narrow down their strategies on how they want to address the changing times and communicate this both to employers and employees. Empathy never goes out of style, and organizations that want to foster a culture of unity and innovation should remember that a people-first approach will never be obsolete.
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