As 2025 continues to unfold, HR leaders face the pressing challenge of influencing employee experience in an era of rapid technological change, evolving work dynamics and increasingly diverse workforce needs.
The stakes are high: Only 23% of employees globally and 33% in the U.S. are considered engaged at work, according to Gallup. Addressing this gap requires innovative strategies that blend technology, culture and personalization to foster trust and engagement, according to experts.
Josh Bersin describes today’s EX challenges as a “soup” of issues that fall squarely on HR’s plate. To meet these challenges, HR leaders must focus on simplifying work processes, enhancing flexibility and rebuilding trust, according to experts.
Read more: HR Technology Europe keynote: ‘We are living in the age of experience’
Reduce chaos
Insights from the 2025 Employee Experience Trends Report from Qualtrics, based on data from over 35,000 employees across 23 countries, reveal that employees in 2025 are seeking stability and less chaotic work environments. Over a third of employees globally told Qualtrics researchers they are feeling pressure from their employer to increase productivity, which they say is caused by the pace of change (38%), strategic efforts (36%) and economic conditions (34%).
Show younger workers support
While workers under the age of 25 remain notably optimistic about their careers and company success, according to Qualtrics, maintaining this outlook requires intentional and targeted support. The Qualtrics team advises HR leaders to seek input from younger employees, set realistic boundaries and foster innovation to maintain their energy and drive better decisions.
Address employee fears
In a recent LinkedIn post, Heather Jerrehian, vice president of product management for employee workflows at ServiceNow, predicts that AI adoption will drive greater commitment to employee mental and emotional wellbeing, stating, “Change management frameworks must address fears around AI and foster emotional intelligence. Companies that prioritize psychological safety will gain a competitive edge.”
Clean up entry and exit
Despite progress in some areas, poor application and onboarding experiences continue to tarnish employee perceptions, highlighting the need for organizations to prioritize these critical touchpoints. “Employee experiences are being ruined by entry and exit,” write Qualtrics report authors.
Don’t be short-sighted about AI
Additionally, a trust gap persists. Qualtrics found that while many employees trust their senior leaders’ competence, only 56% believe their wellbeing is valued over short-term gains. Compounding these challenges is the rise of AI in the workplace, with nearly half of employees reporting to Qualtrics that they’ve received insufficient training and ethical guidelines for its use.
Make scheduling easy
Sandra Moran, chief customer experience officer at WorkForce Software, emphasizes the role of technology in creating a seamless employee experience, particularly for shift and deskless workers. She says employees value control over their schedules—this sense of agency can significantly improve daily work experiences. Modern, consumer-grade technology not only boosts operational efficiency but also addresses a critical aspect of work/life balance: flexibility, says Moran.
Help people connect
“Employees today expect personalization and a work experience that fits their lifestyle, and those needs can differ based on someone’s abilities, technical acumen, life circumstances or role at the company,” says Moran. She points out that technology also fosters stronger connections among co-workers, enabling organizations to match employees with peers who complement their skills or mentor them for future roles. She says this approach personalizes the employee experience, aligning the schedules of those with diverse abilities, technical skills, life circumstances and job roles.
Remember: AI isn’t EX
The Center for Workforce Transformation at Perceptyx identifies trends shaping EX in 2025, highlighting the intersection of human connection and AI-driven processes. Neglecting EX risks eroding post-pandemic gains, particularly for deskless workers who may be overlooked in flexible work arrangements and who “often miss important opportunities for collaboration,” according to Perceptyx.
Rethink career path conversations
Skills-based hiring and personalized development are reshaping career paths, leading employees to expect organizations to implement effective listening mechanisms and provide structural support, according to the team at Perceptyx. The report found that traditional annual reviews and manager-led development discussions are no longer adequate for employees pursuing portfolio-based careers that involve multiple short-term projects or frequent role transitions.
Retain key middle managers
Complicating matters, many organizations are reducing middle management layers as a cost-saving measure. However, the Perceptyx report shows that this approach often fails to account for the critical role these leaders play in shaping culture, fostering engagement and supporting employee development. “The impact of these decisions will become increasingly apparent in 2025 as organizations grapple with unintended consequences,” write Perceptyx researchers.
Despite new technologies and an ever-changing macro environment, the factors driving long-term employee commitment have remained steady over the past three years, according to Qualtrics. Alignment between personal career goals and company objectives will always play a key role. Employee experience thrives when “work is not unnecessarily burdensome,” writes Dr. Antonio Pangallo, Ph.D, lead researcher on the Qualtrics study.
According to Pangallo, the bottom line is simple: Employees need workplaces that adapt to new ways of working, help them maintain a manageable stress level and ensure respect and safety. “That’s not to say [employees] want the easy path; they experience positive wellbeing when their job makes good use of their skills and capabilities.”
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