Looking Ahead to 2025: The Big Trends Shaping Organisational Culture, Leadership, and Engagement
As we approach the close of another year, it’s time to reflect on where we’ve been and look ahead to where we’re going. The latest episode of Sticky From The Inside, our final episode of the year, does just that. With no guests this time, it’s an intimate and thought-provoking conversation with host Andy Gorham, exploring the seven key trends that are set to define organizational culture, leadership, and employee engagement in 2025.
Why This Episode Matters
The world of work continues to shift rapidly, influenced by financial and political instability, rising costs, and changing workforce expectations. Businesses are feeling the squeeze, forced to make tough decisions about balancing short-term financial pressures with long-term investments in people. Yet, as Andy points out in this episode, the question isn’t whether businesses can afford to invest in their people—it’s whether they can afford not to.
This episode explores seven trends that provide opportunities to rethink, redesign, and recommit to the core principles that make organizations thrive. It’s a rallying cry to embrace change and take bold steps forward in the year ahead. Below, we’ll unpack some of the key insights and questions raised in the episode. But first, if you’re ready to dive in, hit play on the podcast player below or keep reading for an overview.
The 7 Trends for 2025
1. Emphasis on Continuous Learning and Development
The pace of change is relentless, and the need for continuous learning has never been greater. Andy highlights how learning must become a dynamic, ongoing process embedded into the DNA of organizations. As Peter Senge once said, “Through learning, we recreate ourselves.”
How is your organization creating a culture of learning?
Are your leaders modeling curiosity and adaptability?
Key Insight: Microsoft’s transformation under Satya Nadella—shifting to a “learn-it-all” culture—illustrates the power of embedding learning agility as a core competency. This isn’t just about staying competitive; it’s about future-proofing your workforce.
2. Integration of AI and Technology in HR Practices
Artificial intelligence is here to stay, and it’s transforming everything from recruitment to workforce analytics. But with great power comes great responsibility. As Andy reminds us, AI should complement human expertise, not replace it.
Have you addressed employee fears around AI?
How transparent is your organization about how it uses technology?
Key Insight: Companies like Unilever demonstrate the potential of AI when paired with human oversight. AI-driven tools can enhance decision-making and streamline processes, but success depends on transparency and trust.
3. Flexible and Hybrid Working
Hybrid work has redefined how we think about productivity and collaboration, but it’s still a work in progress for many organizations. Andy challenges us to consider whether our hybrid policies are fostering inclusivity and connection or fragmenting teams further.
Do you have clear structures in place to support hybrid work?
Are you fostering community among dispersed teams?
Key Insight: Spotify’s “Work From Anywhere” model shows how flexibility, paired with accountability, can increase employee satisfaction and broaden the talent pool.
4. Genuine Focus on Well-being and Mental Health
Well-being is no longer a “perk”—it’s a business imperative. Andy highlights the need to go beyond surface-level initiatives and address systemic stressors like workload and toxic behaviors.
Are your well-being programs tackling root causes or scratching the surface?
How do leaders model healthy work-life integration?
Key Insight: Small actions, like mental health check-ins or encouraging leaders to model vulnerability, can create a culture where well-being thrives.
5. Diversity, Equity, and Inclusion (DEI)
As Andy discusses, DEI has shifted from being a buzzword to a business-critical strategy. Organizations must go beyond token efforts to create environments where everyone feels valued and empowered.
Are your DEI efforts producing tangible results?
How are you fostering psychological safety in your workplace?
Key Insight: Rolls-Royce’s “Being Like Me” series, where employees share personal stories, exemplifies how organizations can create authentic, inclusive cultures.
6. Meaningful Work Experiences
Employees want more than just a paycheck; they want purpose. Andy emphasizes the importance of aligning individual contributions with the organization’s mission to create a sense of meaning and fulfillment.
How are you connecting employees’ work to a greater purpose?
Do you regularly recognize and celebrate achievements?
Key Insight: Patagonia’s commitment to environmental sustainability shows how purpose-driven work can drive loyalty and engagement.
7. Leadership Connection and Championing Culture
Leadership is about more than strategy—it’s about connection. As Andy reflects on Brené Brown’s insight, “Leaders must either invest a reasonable amount of time attending to fears and feelings, or squander an unreasonable amount of time trying to manage ineffective behaviors.”
Are your leaders walking the talk when it comes to your organization’s values?
How are they fostering trust and psychological safety?
Key Insight: Airbnb’s town halls, led by CEO Brian Chesky, exemplify how transparent communication can strengthen culture and trust across an organization.
Why You Should Listen
This episode of Sticky From The Inside isn’t just a look ahead—it’s a call to action. Whether you’re a leader, an HR professional, or simply passionate about creating better workplaces, these trends provide a roadmap for meaningful change. the insights and examples Andy shares make it clear: the future of work is human, and the time to act is now.
Hit play on the episode player below to dive deeper into these themes and hear Andy’s full reflections. Or just read the full transcript.
As always, we’d love to hear your thoughts. What trends do you see shaping 2025? Let us know in the comments or on social media.
Let’s make 2025 the year of meaningful action—together.
Full Podcast Transcript
(0:10 - 0:46)
Hello, and welcome to Sticky from the Inside, the employee engagement podcast that looks at how to build stickier, competition-smashing, consistently successful organizations from the inside out. I'm your host, Andy Gorham, and I'm on a mission to help more businesses turn the lights on behind the eyes of their employees, light the fires within them, and create tons more success for everyone. This podcast is for all those who believe that's something worth going after and would like a little help and guidance in achieving that.
(0:47 - 1:15)
Each episode, we dive into the topics that can help create what I call stickier businesses, the sort of businesses where people thrive and love to work, and where more customers stay with you and recommend you to others because they love what you do and why you do it. So, if you want to take the tricky out of being sticky, listen on.
Introduction: Reflecting on 2024 and Looking Ahead to 2025
Okay, then, welcome to this special end-of-the-year episode of Sticky from the Inside.
(1:15 - 1:55)
As usual, as we approach the holidays, I've given my guests the episode off, and so, for today's episode, it's just you and me as we take a look ahead to 2025. In this shorter-than-usual episode, I want to share what I believe, based on all the conversations I've had, work I've done, and articles I've read in the last year, what the seven focus trends in organizational culture, leadership, and engagement will be going forward. As we approach the new year, businesses face increasing pressures from a challenging political and financial environment.
(1:56 - 2:34)
Rising costs, such as the recent increase in the national minimum wage threshold in the UK, which has come as such a shock to many organizations, are forcing them to make really difficult decisions about investing in the long-term development and support of their people. Balancing immediate financial concerns with the need to build sustainable, people-centred cultures is still a major tension point for many, and it has perhaps never been more pointed. But amidst these challenges, I think, lie opportunities.
(2:34 - 3:02)
Opportunities to rethink, to redesign, and recommit to the core principles that drive meaningful engagement, resilience, and sustainable success in the workplace. The question isn't whether organizations can afford to invest in their people, it's whether they can afford not to. And that may sound very easy for me to say, but the trends I'll highlight today are at the heart of this pivotal movement.
(3:03 - 3:23)
They reflect the themes shaping conversations across boardrooms, break rooms, and Zoom rooms everywhere. Each one, I think, is an opportunity to take a bold step forward. Many of them are not new news, but they are at the heart of what I believe we truly need to be focused on going forwards.
(3:24 - 3:57)
I'll share my opinions, insights, maybe pose a few questions, and highlight a bit of best practice along the way, in the hope of showing you what, I don't know, might seem impossible really isn't, and that others have succeeded. Now you may disagree or think differently, and that is great, I'd love to hear from you. So let me know what you believe or have experienced that will help create working environments that allow people to bring their best more often, and connects what drives the business to what drives the people within it.
(3:59 - 4:29)
As I look ahead to next year, as always, I'll be looking to bring on expert guests in the coming months to dive even deeper into these themes. Now if you have any suggestions for guests, or maybe you think you'd make a great guest, please reach out via any of the show's social channels, because I would sincerely love to hear from you. Anyway, grab a coffee and a mince pie if it's applicable, settle in, and let's take a look at what I believe the seven trends going forwards will be.
Trend 1: The Importance of Continuous Learning
(4:30 - 4:50)
Trend number one, the emphasis on continuous learning and development. As the pace of change accelerates, the need for continuous learning and development has become a cornerstone of resilient organisations. No longer can we afford to think of learning as a one-off training session or annual workshop.
(4:51 - 5:39)
It must become a dynamic, ongoing process associated with constantly making little nudges of improvement that deeply embed into the fabric of an organisation. Peter Senge said in his seminal book, The Fifth Discipline, which highlights the transformative power of learning, "...through learning, we recreate ourselves. Through learning, we become able to do something we were never able to do." This sentiment resonates even more strongly in today's context, where the skills required to thrive in the workplace are continually evolving, but let's not forget that generational skills gap that's heading our way over the next five or six years too, as boomers exit the workplace.
(5:40 - 6:20)
Learning agility and commitment can become a key differentiator, helping employees adapt to change, grow personally, and foster a spirit of innovation, yet achieving this requires deliberate effort and a shift in mindset. Leaders must champion learning not as an obligation, but as an opportunity to grow and stay competitive. And let's not forget the role of technology in driving this change, and more on that later, but from online learning platforms to AI-driven personalised training plans, tools abound to help organisations scale learning opportunities.
(6:20 - 6:45)
But at its heart, a learning culture depends on people, leaders who model curiosity, and employees who are empowered to explore and experiment. Let's not forget Dan Pink's trilogy from his excellent book Drive. The secret to human motivation comes through purpose, autonomy, and mastery.
(6:46 - 7:31)
And learning is what fuels mastery, that feeling of constantly being on top of your game. So how can you embed a learning mindset into your organisation's DNA? What are you focused on learning? Are your learning programmes preparing employees and leaders for future challenges, not just today's stuff? You know, Microsoft's cultural transformation under Satya Nadella is perhaps a testament to the power of continuous learning. By fostering a learn-it-all culture instead of a know-it-all one, Microsoft revitalised its approach to innovation and employee engagement.
Trend 2: AI in HR — Opportunities and Challenges
(7:31 - 8:12)
The cultural shift has been credited as a key factor in the company's sustained success. Does learning feature as a core competency in your performance reviews? Do you recognise and reward curiosity, adaptability, and the willingness to learn from failure? Really? And how does your learning focus align with your organisation's strategic goals? Trend two, integration of AI and technology in HR practices. Artificial intelligence is rapidly transforming the workplace, particularly in HR.
(8:13 - 8:35)
From talent acquisition to workforce analytics, AI tools are enabling organisations to make data-driven decisions and streamline processes. However, these advancements come with challenges. As author Shoshana Zuboff warns, in the age of surveillance capitalism, technology is never neutral.
(8:36 - 8:58)
AI's introduction must be accompanied by careful consideration of its impact on trust, transparency, and the human experience. I think the potential of AI in HR is immense. It can improve efficiency, reduce bias in hiring, and provide deep insights into employer engagement, sentiment, and performance.
(8:58 - 9:28)
Yet it also raises questions about data privacy, equity, and the emotional wellbeing of employees. Anxiety around AI is real, and organisations must address these concerns head-on to ensure successful adoption. But I really do believe we have to go into this with a really positive mindset, in that far from take our jobs, it's going to allow us time to be more human at work.
(9:29 - 9:56)
Let's take a moment to reflect on what success looks like here. Companies like Unilever and IBM have demonstrated that AI works best when it complements human expertise, rather than replacing it. Whether that's through chatbots for quick queries, or advanced analytics for workforce planning, AI's role should always be to enhance the human experience, not detract from it.
(9:56 - 10:20)
Have you embraced AI and technology? Have you addressed any of the fears your employees may have towards it? Transparency about how AI is used and its benefits can reduce resistance and foster acceptance. One thing's for sure, guys, it's here. It's getting cleverer by the day, and we are going to have to embrace it.
Trend 3: Hybrid Work — Flexibility Requires Structure
(10:20 - 10:31)
And if we do, we have an opportunity to revolutionise work. Trend three, flexible and hybrid working. This is nothing new.
(10:32 - 10:53)
I'm unable to accurately say the number of times we've mentioned this on the podcast in the last year, but the shift to hybrid work has redefined how organisations think about productivity and collaboration. And it's almost a prerequisite for many job applicants today. And whilst this model offers flexibility, it also represents unique challenges.
(10:53 - 11:18)
And for many, it's still a hot mess. Dr. Gleb Sipersky, author of Leading Hybrid and Remote Teams, emphasises the future of work is flexible, but flexibility requires structure to succeed. Hybrid work must go beyond simply allowing employees to choose where they work.
(11:19 - 11:36)
It requires thoughtful design to ensure equity, foster connection, and maintain alignment with organisational goals. Without these clear guidelines and robust communication channels, hybrid teams can quickly become fragmented. We've all seen the examples.
(11:36 - 12:11)
And as someone said to me the other day, we have never been more connected, Andy, and yet feel so isolated. So what's the secret to success? Organisations that have embraced hybrid work successfully often credit their success to clear communication, shared purpose, and robust systems. Companies like Salesforce and Spotify have shown that with the right mix of autonomy and accountability, hybrid work can be a win-win for employees and employers alike.
(12:12 - 12:49)
For instance, Spotify's Work From Anywhere model has not only increased employee satisfaction, but also enhanced diversity, but open up roles to talent from right around the globe. How's your hybrid policy working? Do you actually have a policy? Is it fostering inclusivity and connection, or is it fragmenting it? Have you cultivated a sense of community in your dispersed workforce? And if so, how? Tell us. One strong idea I've seen is to create hybrid team charters to set expectations for communication, collaboration, and availability.
(12:50 - 13:14)
Success lies in the way these things have been put together by the hybrid teams themselves, and the regular revisiting of these charters to ensure they remain effective, inclusive, and relevant. In 2025, I sincerely hope the conversation around hybrid working moves on. Trend four, genuine focus on well-being and mental health.
Trend 4: Mental Health as a Core Strategy
(13:15 - 13:35)
Again, not a new trend, but one that will stay with us and will grow in importance. Employee well-being has moved from being a peripheral concern to a core business priority. As a recent McKinsey study highlights, organizations with strong mental health support see a 25% boost in productivity.
(13:36 - 13:45)
Now, this underscores the link between well-being and business performance. And listen, guys, let's not hide from it. This is all about performance.
(13:46 - 14:16)
However, well-being initiatives have to go beyond surface-level perks like yoga classes, breathing, and meditation apps, which still make up the majority of organizational support in this area. True well-being requires systemic changes that address the root causes of stress and burnout, such as excessive workloads, unrealistic working practices, and toxic workplace cultures. And these are difficult things to face into.
(14:17 - 14:47)
But let's think about this. What does genuine well-being look like in practice? It's leaders who model healthy boundaries, systems that allow for flexibility without overwork, and a culture where vulnerability is not just accepted, but encouraged. Many organizations have initiated mental health first aid programs, supported by mental health practitioners, embedding mental health into everyday workplace practices.
(14:47 - 15:20)
And that's great. We just need more of it. Are your well-being initiatives addressing systemic stresses like workload and toxic behaviors, or are they just scratching at the surface? What's the say-do gap look like in your business? How do leaders model healthy work-life integration? How is that perceived by your workforce? What behaviors are unintentionally causing the problems? This isn't about being fluffy.
(15:20 - 15:46)
This is about having a workforce that is fit for work. Something as simple as introducing mental health check-ins as a regular part of team meetings to try and normalize conversations about well-being can make a huge difference. And this can be supercharged if you can encourage leaders to model vulnerability and prioritize their own mental health too, because it sends such a powerful message.
Trend 5: Diversity, Equity, and Inclusion — A Business Imperative
(15:47 - 16:11)
Trend five, diversity, equity, and inclusion. Diversity, equity, and inclusion is also nothing new, but these have shifted from being buzzwords to becoming business imperatives. Organizations are realizing that to thrive in a complex, globalized world, they must embrace the full spectrum of human experiences and perspectives.
(16:12 - 16:30)
As Verna Myers famously said, diversity is being invited to the party. Inclusion is being asked to dance. Again, like well-being and mental health, a commitment to D, E, and I means going beyond token efforts.
(16:30 - 16:47)
It requires systemic change, robust measurement, and unwavering accountability. It's not a quick fix. It's about creating environments where everyone feels valued and empowered to contribute their best work.
(16:47 - 17:05)
This can be especially challenging during these periods of economic or political instability. But these are the very times when D, E, and I becomes most critical to maintaining resilience and that spirit of innovation. Ask yourself this honest question.
(17:05 - 18:06)
Are your D, E, and I initiatives genuine or for show? Are you ticking boxes or clear on what you're doing and why it's important for your organization to be diverse, equitable, and inclusive? Do those efforts feature in all levels of your organization, including leadership? And in this space, I think it's interesting to look at Rolls-Royce because I think it provides a standout example of how organizations can embed diversity and inclusion into their culture in a meaningful way. I understand that one of their most impactful initiatives is their Being Like Me series, where employees share personal stories to foster a workplace where individuals feel safe to be their authentic selves. And under the chair leadership of Anita Frew, Rolls-Royce have achieved gender parity on its board, showing a commitment to representation at the very highest levels.
(18:07 - 18:35)
The company also emphasizes psychological safety and equips leaders with the skills to foster inclusion, proving that D, E, and I is not just a checkbox, but a business critical strategy. Now, how does your organization match up to that? Trend six, meaningful work experiences. Employees are no longer satisfied with simply clocking in and out.
Trend 6: Creating Meaningful Work Experiences
(18:36 - 18:42)
Hang on. Actually, that's not true. There will be a proportion who probably are.
(18:42 - 19:05)
But I suspect they've never known or been shown anything different. An increasing number, particularly from younger generations, however, wants to feel that their work has purpose and contributes to something bigger than themselves. As Simon Sinek says, when people are financially invested, they want to return.
(19:06 - 19:18)
When they are emotionally invested, they want to contribute. We have to make work more than the paycheck. We spend so much time of our lives at work.
(19:19 - 19:45)
Wouldn't we want that time for our people to be meaningful? Meaningful work fosters engagement, loyalty, and satisfaction. It's about creating an environment where employees feel connected to their work on an emotional level. By aligning individual contributions with the organization's mission, employees can see the value of their efforts beyond just financial compensation.
(19:46 - 20:14)
Recognition and appreciation further reinforce this sense of purpose, motivating employees to give their best, stay engaged, go that little bit further. Look, it's not an original example, but I still think it's one of the best. But Patagonia's commitment to environmental sustainability infuses purpose into every role within the organization.
(20:15 - 20:57)
Employees, as a result, feel a deep connection to the company's mission, which drives engagement and loyalty. This is where we'll find that magic link I keep banging on about between what drives the business and what drives the people within it. And it works! What purpose and meaning do your employees find in their roles or their work? Do you know? Have you asked them? Do they know why your organization does what it does? Finding and harnessing this stuff is, I believe, crucial to creating a sustainably enabling and thriving workplace.
(20:58 - 21:12)
And this will continue going forwards. And finally, trend seven, leadership connection and championing culture. At the heart of every successful organization is strong leadership.
Trend 7: Leadership Connection and Championing Culture
(21:13 - 21:44)
But in 2025, leadership will continue to be less about hierarchy and more about human connection. Employees want leaders who are approachable, empathetic, and aligned with the values they promote. As Brené Brown beautifully puts it, leaders must either invest a reasonable amount of time attending to fears and feelings or squander an unreasonable amount of time trying to manage ineffective behaviors.
(21:44 - 22:12)
And what she's highlighting here, I believe, is the importance of addressing the emotional needs of employees proactively. By dedicating time to understanding and supporting their teams, leaders can create an environment of trust and psychological safety, which ultimately reduces inefficiencies, strengthens engagement, and releases all that latent potential within its people. Leadership isn't just about setting the vision.
(22:12 - 22:23)
It's about living it. Leaders who actively champion their organization's culture build trust and engagement across all levels. I just believe this to be true.
(22:24 - 22:46)
I see it in the very best examples that I get to work with, and I smell it in the very worst. This requires a deep understanding of both the organization's values and the unique needs of its people. It's about modeling behaviors that inspire and create psychological safety for employees to do their best work.
(22:47 - 23:10)
It may be the comfy place of many an MD or CEO to be sat stuck in the numbers, but they're the byproduct of how your company functions, your culture. You can't change last week's figures, but you can influence the culture that you need to be sustainably successful. Putting more energy there can only help.
(23:10 - 23:37)
People are looking to you to see what's important. Are you, as a leader, or your fellow leaders, walking the talk when it comes to embodying your organization's values, goals, ambitions, and behaviors? Or are you giving it tacit approval for the exact opposite? You are going to have a culture, whether you like it or not. You might as well try and create the one that you need.
Closing Thoughts: The Future of Work Is Human
(23:40 - 24:03)
So, as we head into 2025, one thing to me is clear. The future of work is human. Whether it's embracing technology, rethinking leadership, or fostering well-being, the organizations that will thrive going forward will be those that put people at the center of every decision.
(24:03 - 24:34)
I'll be working hard to bring new voices to the podcast next year, guests who could help us dive deeper into these themes, share their experiences, and get a better collective understanding about how these things can help us. If you have ideas or want to join the conversation, please reach out to me on LinkedIn, just search for Andy Gorham, or reach out to me via any of the podcast's social channels, including YouTube. I really want to hear from you.
(24:35 - 24:46)
Let's make 2025 the year of meaningful action on this stuff together. And that's it. That's it for the final episode of the year.
(24:46 - 24:56)
As always, thank you so much for listening. And until next time, stay curious, stay kind, and try and stay sticky. Cheers.
(24:59 - 25:17)
So, that concludes today's episode. I hope you've enjoyed it, found it interesting, and heard something maybe that will help you become a stickier, more successful business from the inside going forward. If you have, please like, comment, and subscribe.
(25:17 - 25:26)
It really helps. I'm Andy Goram, and you've been listening to the Sticky from the Inside podcast. Until next time, thanks for listening.
Andy Goram is the owner of Bizjuicer, an employee engagement and workplace culture consultancy that's on a mission to help people have more fulfilling work lives. He's also the host of the Sticky From The Inside Podcast, which talks to experts on these topics from around the world.
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