Strategic Priorities for 2025: Support Your Workforce

Building on the article I shared at the beginning of this now year on Trends for 2025, I would like to write focused articles on each of the strategic priorities:

1. Invest in Technology: published on the 17th of January
2. Focus on Sustainability: published on the 24th of January.
3. Strengthen Supply Chains: published on the 31st of January
4. Understand Your Consumers: published last week on the 7th of February
5. Support Your Workforce (this week)
6. Adapt to Regulatory Changes

The fifth Strategic Priority is the one we drew attention to this week: Supporting your workforce. So, this article explores how companies can support their workforce through thoughtful policies, strategic investment in well-being, and a culture that fosters long-term engagement.

Why Supporting Your Workforce is a Strategic Priority

Employees are not just a cost—they are a company’s greatest asset. Businesses that invest in their people see tangible benefits, including:

• Higher productivity – A well-supported workforce is more engaged and efficient.
• Lower turnover – Employees who feel valued are less likely to leave, reducing recruitment costs.
• Stronger employer brand – Companies that prioritise well-being attract top talent.
• Better financial performance – Studies show that companies with strong workplace cultures outperform competitors in revenue growth.

Yet, despite the clear advantages, many organisations struggle to implement effective workforce strategies. In 2025, businesses must move beyond generic HR policies and tailor support to the evolving needs of their employees.

Key Workforce Challenges in 2025

The global workforce is getting older. By 2030, one in six people worldwide will be over 60, and businesses must adapt to this demographic shift. Retaining experienced employees while creating opportunities for younger workers requires a multi-generational workforce strategy.

Actionable Strategy:

• Introduce flexible retirement pathways, allowing older employees to transition gradually rather than forcing abrupt exits.
• Implement mentorship programmes where experienced employees pass on institutional knowledge to younger colleagues.
• Offer lifelong learning and reskilling opportunities to keep older workers engaged and technologically up to date.

Example

BMW, facing an ageing workforce in its factories, adapted workspaces by installing adjustable workstations and ergonomic tools. Productivity increased, and older workers remained valuable contributors.

2. Employee Well-Being: A Business Imperative

Employee well-being is no longer a perk—it’s a business necessity. Companies that fail to address mental health, burnout, and work-life balance suffer from higher absenteeism and lower engagement.

Actionable Strategy:

• Mental health support: Offer free counselling services, mindfulness programmes, and flexible work arrangements.
• Work-life balance: Encourage employees to take time off, introduce four-day workweeks where feasible, and minimise unnecessary meetings.
• Financial well-being: Provide guidance on retirement planning, debt management, and fair pay policies.

Example

Unilever introduced “Well-being Wednesdays”, where employees dedicate time to personal growth, health, or relaxation. This initiative reduced stress and improved retention.

3. The Rise of Hybrid and Flexible Work Models

Despite many attempt to the contrary, the debate over remote vs. office work is over—hybrid is here to stay. Employees now expect flexibility in where and how they work. However, businesses must balance remote work with maintaining a strong company culture.

Actionable Strategy:

• Redesign office spaces for collaboration rather than rigid desk-based work.
• Invest in digital collaboration tools to ensure seamless communication between in-office and remote workers.
• Measure productivity based on outcomes rather than hours worked.

Example

Spotify adopted a “Work From Anywhere” model, allowing employees to choose their work location while maintaining team connectivity through digital tools. Employee satisfaction soared, and productivity remained stable.

4. Creating Truly Inclusive Workplaces

Diversity and inclusion efforts must move beyond slogans and translate into real workplace policies. Employees expect their employers to take meaningful action in fostering equitable opportunities for all backgrounds, ages, and abilities.

Actionable Strategy:

• Introduce inclusive hiring policies that remove biases from recruitment processes.
• Ensure equal pay and transparent salary frameworks to close gender and diversity wage gaps.
• Create employee resource groups (ERGs) for underrepresented communities to voice concerns and influence company policies.

Example

Microsoft has a Neurodiversity Hiring Programme that provides alternative interview processes and tailored onboarding to help neurodiverse individuals thrive. This initiative broadened the company’s talent pool while fostering inclusivity.

Practical Steps to Strengthen Workforce Support

1. Prioritise Employee Development and Upskilling

Technology is evolving fast, and businesses must continuously invest in employee growth to stay competitive.

Practical Steps:

? Offer AI and digital literacy training to ensure employees keep up with technological advancements.

? Provide tuition reimbursement programmes for skill development and higher education.

? Implement cross-functional training so employees can adapt to different roles within the company.

Example

Amazon’s Career Choice Programme funds education for employees looking to move into new career paths, increasing retention and satisfaction.

2. Foster a Culture of Recognition and Purpose

Employees who feel valued and connected to their company’s mission are more engaged.

Practical Steps:

? Introduce peer-to-peer recognition programmes where employees acknowledge each other’s contributions.

? Align company goals with social impact initiatives to create a sense of purpose.

? Offer non-monetary incentives, such as extra leave days, personalised development plans, and leadership opportunities.

Example

Salesforce encourages employees to dedicate time to volunteer work, aligning corporate values with personal fulfilment.

3. Strengthen Leadership Training for People Managers

Managers play a crucial role in employee well-being. Many businesses invest in leadership training for executives but neglect mid-level managers, who have the most direct impact on daily employee experiences.

Practical Steps:

? Train managers to identify early signs of burnout and address them proactively.

? Encourage empathetic leadership that values emotional intelligence as much as performance metrics.

? Equip managers with coaching skills to support employee development effectively.

Example

Google’s Project Oxygen identified key behaviours of great managers, including empathy, listening skills, and coaching ability. When they trained managers accordingly, team performance improved significantly.

Overcoming Workforce Challenges in 2025

While businesses strive to support employees, obstacles remain. Here’s how to tackle them.

1. Budget Constraints

Investing in well-being and training can be costly, but businesses must view it as a long-term investment rather than an expense.

Example

Patagonia funds on-site childcare for employees, which has significantly increased retention among working parents while improving productivity.

2. Resistance to Change

Not all employees or managers will welcome new policies. Change must be managed carefully to ensure buy-in.

Example: PwC implemented a phased hybrid work model, gradually introducing flexible arrangements while gathering employee feedback before scaling up.

3. Measuring Impact

Without clear metrics, businesses struggle to assess whether workforce initiatives are working.

Example

IBM tracks employee sentiment through AI-driven feedback tools, allowing leaders to adjust policies in real time.

The Path Forward

In 2025, companies that prioritise their workforce will outperform those that see employees as expendable resources. By addressing well-being, flexibility, inclusion, and professional development, businesses can build a workforce that is resilient, engaged, and prepared for the future.

The key is not just to implement policies but to embed support into the company’s culture. Employees who feel valued, empowered, and motivated will drive success—not just for themselves but for the entire organisation.

How is your company supporting its workforce in 2025? Share your insights in the comments below.