Emerging trends reshaping team operations
Remember when VoIP was the next big thing and internet-based phone calls were the future? My, how things have changed…
The last decade has seen some of the most significant business transformations in history due mainly to the supremacy of cloud-based data (as evidenced by Apple’s ever-decreasing laptop ports).
The ability to do business anywhere led to remote work, which led to international teams, which led to gig work, and so on.
The business world is in constant flux, and 2025 promises more of the same or… different… in terms of transformation. Let’s discuss a few emerging trends and how they could reshape team operations.
HR trends
Technology has made hiring decisions much more convenient for human resources departments. Unfortunately, those decisions aren’t always rooted in good practice or logic, such as when this HR leader was rejected by a staffing tool used by their HR team.
It’s more important than ever for HR professionals to see people as people. Hiring policies need to address the impact of AI and technology on human careers, not let those enchanting dollar signs get in the way of long-term goals.
The rise of human-centered leaders
Generative language-learning models, colloquially known as artificial intelligence (AI), have taken over numerous mundane and repetitive tasks to free people up for complex and creative work.
However, this presents a new challenge: What do we do now? If jobs like data entry and spreadsheet management can all be done by generative AI, what are humans supposed to do?
It turns out a lot. To no one’s surprise, humans are superior to machines in empathy, creative thinking, communication, building trust, fostering collaboration, and driving innovation. This is where our time should be spent.
The desirable skills of 2025 will include things humans do better than machines, such as:
- Analytical thinking
- Problem-solving
- Active learning
- Quick pivoting
- Technology use
- Big picture imagination
AI can’t innovate—it can only reproduce averages of existing knowledge. This isn’t to say that AI tools can’t inspire innovation, but doing so requires a human-centric manager who understands technology’s limitations. Leaders must help employees focus on the big picture while letting AI tools handle the small stuff.
AI-driven HR strategies
We mentioned that AI can hinder accurate people analytics. However, there are plenty of opportunities for AI tools to shine.
Organizations have begun using AI tools to:
- Spot skills gaps and provide targeted training: AI can analyze employee data to spot where development is needed and then recommend personalized onboarding/training to address those gaps.
- Tailor reward and benefits packages: Design cost-effective and personalized perks that cater to the diverse needs of each workforce.
- Enhance performance management: The proper engineering lets HR technology provide objective, data-driven performance evaluations that yield better suggestions for how to improve.
Reminder: AI is just a program—it’s not actually intelligent. Relying on predictive AI tools to do your HR department’s thinking is short-sighted and maybe even lazy. These tools can process data but can’t understand how to interpret it like humans do.
Upskilling & reskilling
If you haven’t noticed, many people need jobs now. Advances in technology and shifting political winds have upended careers, making the successful companies of the future those that provide growth outside the conventional job description.
Your teams must understand technological advancements if they are to perform well. Fostering adaptability in a changing technological landscape cements the skills they need to excel at their jobs and modernizes their resumes should they face hard times in the future. It’s a win-win.
Some popular upskilling programs may include:
- Ongoing education
- Job shadowing
- Targeted focus on skills gaps
- Mentorships
- Cross-departmental training
Selflessly focusing on your teams’ technological proficiency will give them the confidence to work hard without fear of being left behind.
Reentry hiring
Labor shortages are hitting more and more markets, resulting in salary demands for top talent that may be out of reach. Now is the time to tap into other, less conventional talent pools, one of which is people with criminal records.
Criminal history is a wildcard, but it is met with hesitation regarding hiring decisions. Most HR departments are unwilling to entertain candidates with questionable backgrounds, even if their criminal history is decades old or reasonably risk-free (such as obstruction of justice felonies, which often accompany lesser misdemeanor charges).
Reentry hiring is trending among companies because of the following:
- Labor shortages: Reentry hiring provides access to a new source of skilled and motivated workers.
- Social responsibility: Organizations are extending social responsibility initiatives to demographics needing to reintegrate into society after incarceration.
- Positive impact: Studies have shown that individuals hired through reentry programs often exhibit strong work ethic, loyalty, and a desire to contribute positively to their workplace and community.
- Government support: Reentry initiatives are often eligible for grant funding and tax benefits.
It can feel like a gamble to hire someone with a criminal history, but gainful employment is one of the best deterrents to recidivism (repeat offenses). Talent acquisition that works with criminal history can provide your company with great candidates while providing something vital in return.
Employee well-being & mental health
Another advancement in workplace culture is recognizing that employees must feel good to work well. Keeping teams in good spirits may sound like another expense, but it pays dividends—$12 trillion in global economic value, according to McKinsey.
Many factors can impact mental health. Since those impacts can hurt employee performance, it’s worth it for employers to try and limit those negative influences. Organizations that invest in employee well-being often see benefits such as:
The biggest challenge in the remote work era is fighting loneliness. Organizations can address this by fostering connections and support among employees. Inclusivity—essential in workplace cultures—is the best way to promote well-being and productivity.
Acceptance of diverse work models
The days of the 9 to 5 are numbered. More and more companies are switching to time zone-based schedules, where collaboration only happens during certain hours. After that, employees work independently.
Some employers have difficulty letting go of the traditional work schedule, but this is futile. The future is remote—hiring candidates from around the globe nullifies the need for a strict 9 to 5 working window. The future of work is meeting people where they are.
Business trends
The loudest sweeping change in the business landscape is AI adoption. It’s everywhere. Companies without AI are branding themselves as AI-first to secure funding.
Despite a litany of hallucinations and reading errors, AI holds a place as a truth-teller; however, its most effective role is handling tasks.
A human-free AI hedge fund outperformed all its competitors for the first time. Its job was to buy low and sell high, and it did so successfully. Less glamorously, more than 30 attorneys have already been caught citing AI-generated cases that don’t exist.
The future is bright, but businesses must be careful and disciplined when making decisions based on new technologies. AI tools aren’t business leaders; they shouldn’t replace humans where critical thinking is needed.
Ongoing sustainability efforts
Consumers are concerned about long-term environmental impacts. Jewel plastic packaging, single-use items, and unrecyclable materials are out.
While this may raise questions about how to deliver your customer’s products, it also presents an exciting opportunity to earn their loyalty through green efforts, some of which cost less than what you’re paying now.
Customer hyper-personalization
The law letting web surfers accept or reject cookies spotlights the troves of customer data being harvested by advertisers. While this is a bit… icky… it’s also an opportunity to increase marketing budgets by giving customers what they want.
Businesses can feed unimaginable amounts of data to AIs and create hyper-personalized offerings to each individual. Product recommendations, marketing messages, and customer service interactions can better engage your customers and satisfy their needs.
The surge in entrepreneurship
More small businesses are sprouting up than at any time in the last 50 years. Why? Because people want the kind of autonomy that comes with running the show yourself. Website builders like Squarespace let anyone build a professional image.
In contrast, drop-shipped white-label merch from AliExpress lets them sell unique products (just one example of how easy it is to start a business).
Entrepreneurship is outstanding, but it does change the marketplace. Businesses can meet that change, fueling entrepreneurship by providing solutions for its pioneers.
Geopolitical crises
Nobody wants to discuss it, but geopolitical uncertainty can significantly impact people’s willingness to spend money. Things are changing (see The News), and it’s essential for businesses hoping to ride that storm to futureproof their operations.
Learn from the pandemic. Find out what you can control and hold on tight. In areas of uncertainty, start building the right relationships to ensure a steady supply of natural resources and capital should things change for the worse.
The interconnected nature of our planet makes it unlikely that we’ll be cut off from each other, but it has happened in the past (such as SWIFT payments ending in Russia). The best offense right now may be a good defense.
Cybersecurity
The last point we’ll mention is cybersecurity. Businesses now face increasing cyber threats, from data breaches and ransomware attacks to phishing scams and malware infections. Your business’s reputation and longevity may depend on protecting:
- Sensitive data
- Customer information
- Intellectual property
Make your company culture one that protects its sensitive information.
How businesses can prepare
We just hefted out much information, some of which isn’t easy to comprehend or digest. If there’s an overarching theme, though, it’s to prioritize people over technology. Putting people first is a winning change management strategy for businesses hoping to make it long-term.
You can prepare for the changes in the coming year by considering these recommendations:
- Develop human-centered leaders: Help your leadership teams develop emotional intelligence, communication skills, and the ability to inspire and motivate teams.
- Embrace AI ethically: Use AI strategically to ensure fairness, transparency, and accountability, but first understand the potential biases and ethical considerations of AI governance.
- Prioritize employee well-being: Create a workplace culture that supports employee well-being—both mental and physical—by promoting mental health, fostering social connections, insisting on a work-life balance, and addressing the challenges that come with remote and hybrid work models.
- Upskill employees: Provide access to training programs, learning resources, and development opportunities to help employees adapt to changing job roles and acquire skills for multiple career paths.
- Embrace sustainability: Make sustainable practices part of your business operations by seeking to reduce your environmental impact and source materials ethically.
- Prioritize cybersecurity: It is vital to protect sensitive data, customer information, and intellectual property from cyber threats.
- Monitor geopolitical developments: As much as you can, stay informed about geopolitical events so you can develop strategies to mitigate the risks caused by them
A lot can change in a year. Being open to those changes is much easier when you have the right staff. That starts with building the right work environment—prioritizing people in a world that relies increasingly on technology.
More resources:
Upskilling: The key to higher productivity & employee retention 
Reskilling: Prepare your workforce for the future of work
AI job descriptions: How to write them faster and avoid bias
Want more insights like these? Visit Dallin Nelson’s author page to explore his other articles and expertise in business management.
