5 Workplace Trends That Defined 2024 (and How to Navigate What’s Next)
Don’t look back in anger - but do look back so you can learn from what’s been.
At Luminal Development, we’re extremely firm in our belief that we can’t move forward without looking back. This is as true in considering our leadership practices and team cohesion as it is in recapping big projects and codifying our learnings. As we say a fond (?) farewell to 2024, it’s time to look back at some of the most critical workplace trends and talk about where we see them going in the New Year.
Even more importantly, we’re talking about how to help your organization adapt and meet the next moment, ensuring you’re a place where employees thrive for the long haul.
Trend #1: The unprecedented rise of AI-assisted collaboration
Artificial intelligence (AI) tools are becoming integral to team workflows (and thus, efficiency). From project management platforms to AI-driven brainstorming assistants, technology is reshaping how teams collaborate. And we would be remiss if we didn’t acknowledge that it’s taking on a lot of the creative labor, as well.
(Yes, AI contributed to the writing of this blog post – no, it didn’t come up with the idea or write the whole thing! Determining what you’re comfortable with in regard to how you’ll use AI is crucial to your business strategy in the coming year.)
How to help: Equip your team with the right tools by investing in AI training and integration. This can be formal (external), or something you put together yourself.
Encourage exploration of platforms that enhance communication, automate routine tasks and support innovative thinking, but balance automation with a much-needed focus on human connection. Lastly, be very clear about what is and isn’t acceptable to be owned by AI. There’s no “right” answer here, except the answer that you’ve aligned on for your team and organization.
Trend #2: Skills-based workforce models
The shift from role-based to skills-based workforce strategies will only accelerate next year. Organizations are increasingly prioritizing skills over job titles to build more agile and adaptable teams, which is a huge boon to you as a boss: you can put people on the right work, versus worrying so much about the job description.
How to help: Conduct a skills inventory for your team to identify each member’s strengths and where you may have gaps as a unit. Be honest with your employees about where you see them shining and how you’d like to leverage those skills in the coming year.
You get bonus points if you develop a culture of continuous learning. Offer micro-credential programs, certifications and tailored training opportunities that are aligned to team need. Make skill development a team-wide priority, not just an individual one.
Trend #3: Return to office (despite rising burnout)
Burnout remains a significant challenge across the workforce (which is not surprising, given the unrelenting pace of technology, inflation that won’t quit, and an incoming President who will do no end of additional polarizationl at best), and this is compounded by the fact that more and more organizations are mandating return-to-office policies. It’s a very tricky balance to realize that the thing many big bosses want is the thing that makes so many employees miserable.
How to help: If you have any sway over the powers-that-be, push for remote or hybrid work whenever you can. Tout its benefits with statistics to back your words up – make it known that your team does well when they aren’t being overly-monitored.
If you don’t have that kind of sway, do what you can from the positional power you DO hold. Encourage regular breaks, think about how you can support your workforce to ease into Monday and ask your employees how they work best.
Trend #4: Growth in employee-led engagement
Employees increasingly expect to shape their own engagement strategies, from choosing development pathways to influencing company culture. Empowered teams are more engaged and innovative, which is a huge win…as long as you’re a leader who can step back and let others step up. (You ARE that kind of leader, aren’t you?)
How to help: Create channels for employee feedback and make them diverse – optional team input sessions, Slack channels for smart innovative ideas, anonymous Google surveys…give people choice even in how they share their input.
Offer flexible, personalized development opportunities, such as selecting projects or participating in mentorship programs. Individualized staff coaching is also an amazing way to support employees in their growth journeys
Trend #5: A continuous push toward purpose-driven work
Teams are increasingly and continuously motivated by shared purpose and alignment with clear organizational values. In fact, Deloitte says that purpose-driven organizations see 40% higher employee retention and engagement…no small driver of success.
How to help: Regularly communicate your organization’s mission and connect team goals to broader societal impact if you can. If you’re not in a traditional “socially minded” organization, be creative about the stories you tell about the work that you do. Remember, storytelling is perhaps the most effective way to build momentum in a team! Even if you’re working in banking or finance, you can encourage team members to participate in purpose-driven initiatives like community service or sustainability programs. (Give them paid time off to do this!)
Ready to thrive in 2025?
Smart managers and leaders will learn from the lessons of the past year and build on what’s great (discarding what’s less so.) Taking the time to be thoughtful and proactive will allow you to build a workforce ready to tackle the challenges and opportunities of the year ahead.
And we can help! Our coaching, workshops and consulting services will support you to stay one step ahead of the changing talent landscape.
