Article: 7 Ways to understand what your employees want

The workplace is evolving, shaped by the impacts of COVID-19, the rise of hybrid work, and an increased focus on mental health and wellbeing.

Understanding what employee needs is crucial for HR professionals to drive engagement, retention, and productivity in 2025. It is not just a question of retention or productivity, but of building a thriving and resilient workforce. By adopting specific strategies, organisations can navigate the complexities of 2025 with empathy, innovation, and determination.

7 Practical ways to discover what employees want in the future workplace.

#1 Prioritising mental well-being

Employees in 2025 continue to grapple with the long-term effects of the pandemic. Mental health challenges, including stress, anxiety, and burnout, remain prevalent. Research indicates that over half of employees report feelings of languishing—a lack of motivation and focus that diminishes overall well-being.

To combat this, organisations should invest in mental fitness programs and offer resources like counseling, mindfulness training, and mental health days. Building a culture that supports mental fitness not only improves employee satisfaction but also boosts creativity, productivity, and engagement. Remember: a mentally fit workforce is more likely to thrive both professionally and personally.

#2 Making efforts to know their evolving needs

Surveys remain a powerful tool for gauging employee sentiment. In 2025, modern AI-powered tools allow HR teams to gather real-time feedback, analyse patterns, and respond to concerns effectively. Surveys should address key areas such as workplace flexibility, career development opportunities, and work-life balance.

Feedback doesn’t end with surveys—use focus groups, one-on-one check-ins, and anonymous feedback mechanisms to gather richer insights. These practices demonstrate that leadership values employees’ voices and is committed to actionable change.

#3 Fostering meaningful and open conversations

Transparency builds trust, and trust is the bedrock of an engaged workforce. HR professionals should establish open communication channels where employees feel safe voicing concerns or ideas.

Tools like Slack, Microsoft Teams, or dedicated feedback apps facilitate real-time communication. Meanwhile, forums and town hall meetings enable employees to interact directly with leadership, creating a culture of openness and inclusivity.

#4 Flexible ways of working

The shift to hybrid and remote work, accelerated by the pandemic, has fundamentally changed employee expectations. According to recent studies, one-third of employees would quit their jobs if forced to return to the office full-time.

By 2025, workplace flexibility will be a necessity. Employers must provide options for remote work, hybrid arrangements, and adaptable schedules. However, these models come with challenges, such as the "belonging tax," where remote workers feel excluded. To mitigate this, create inclusive strategies that foster collaboration, connection, and belonging, regardless of work location.

#5 Personalising experiences

Employees increasingly value individualised experiences that cater to their unique career goals and personal needs. In 2025, this could mean customisable benefit packages, tailored career development plans, and personalised performance management.

By leveraging data and direct feedback, HR teams can create environments that align with employee priorities, whether that’s upskilling, wellness programs, or financial planning resources. Personalised approaches show employees that their contributions and aspirations are recognised and valued.

#6 More on workplace well-being and career growth

Well-being isn’t limited to mental health—it also encompasses physical health, financial stability, and professional growth. In 2025, successful workplaces will integrate these aspects into their core offerings.

Provide access to fitness programs, workshops on financial planning, and platforms for skill-building. Encourage mentorship opportunities and leadership training to ensure employees feel supported in their career journeys. A focus on holistic growth empowers employees to reach their full potential while remaining loyal to the organisation.

#7 Aligning people initiatives with organisational goals

The "Great Detachment," a phenomenon where employees feel disconnected from their work, poses a significant threat to engagement. In 2025, workers want more than just a paycheck—they seek meaning and purpose.

Leaders must clearly articulate the organisation’s mission and demonstrate how individual roles contribute to broader goals. Encourage employees to share their own stories of impact, fostering a sense of pride and community. When employees see their work making a difference, it enhances motivation and strengthens the employer-employee bond.

Therefore, the key strategies for HR professionals to understand their employees state of mind are:

Using advanced tools to gather and act on employee feedback.
Fostering transparency and build trust through accessible communication channels.
Tailoring work environments, benefits, and growth opportunities to individual needs.
Monitoring engagement, productivity, and attrition rates to uncover hidden challenges.
Providing resources that enhance mental fitness, work-life balance, and physical health.
Embracing workplace flexibility while addressing the challenges of inclusivity and belonging.
Showing employees how their efforts align with meaningful organisational goals.