ingagehr’s Top Five Observations From 2025.
Hello ingagehr community!
Here we are. December 2025.
What a year. Marked by highs, lows, progress, setbacks, advancement, and uncertainty, 2025 was a big one for organizations and teams across every sector. Through our HR advisory work, we truly saw it all, the challenges, the innovations, the pressures, and the remarkable resilience demonstrated by leaders and employees alike.
To close out the year, we’ve pulled together ingagehr’s top five observations from 2025. These themes reflect what we witnessed across our advisory and organizational development projects and offer a thoughtful lens as you prepare for 2026.
Below are the key lessons that shaped performance, workplace culture, and organizational stability this year; and how they can support stronger, more sustainable people practices in the year ahead.
1) Structure and consistency created stability in a complex year.
2025 unfolded in a complex and often inconsistent political and economic climate, creating real commercial uncertainty for many organizations. The businesses that navigated this most effectively were those that stayed grounded in their core purpose, goals, values, and service delivery standards, while adapting how the work was structured.
Rather than shifting their mission, these organizations strengthened:
processes
workflows
communication rhythms
decision-making practices
At the same time, AI became a permanent feature of workplace operations. Adapting systems, roles, and expectations around this technology is no longer optional; it is essential. Organizations that integrated AI thoughtfully, in alignment with their values and operational needs, saw improved clarity and efficiency.
The strongest patterns this year included:
clearly defined roles and responsibilities
documented processes that supported effective decision-making
regular, predictable communication between managers and employees
standardized performance practices
early adoption of AI to support, not replace, human judgment
The takeaway heading into 2026 is clear:
Structure is not restrictive, it is supportive. It creates predictability, reduces rework, strengthens accountability, and provides the stability needed to sustain continuity in an uncertain external environment.
2) Recruitment highlighted the need for sharper alignment and stronger human discernment.
Recruitment continued to evolve in 2025, with both employers and candidates embracing AI to refine job postings, selection criteria, interview questions, and application materials. Highly polished, AI-generated résumés and cover letters became common.
While these tools improved efficiency in early stages, they also reinforced an important truth:
AI can support recruitment, but human discernment remains essential.
Successful hiring required leaders to look beyond AI-produced materials and focus on what technology cannot fully evaluate:
behavioural attributes
interpersonal presence
work style and judgement
alignment with organizational culture, pace, and values
The strongest outcomes occurred when leaders:
built precise job scopes before posting
used competency-based interviewing
validated independent problem-solving
assessed readiness and adaptability
paired AI efficiency with meaningful human connection
Looking ahead, 2026 hiring will be defined by intentionality, using AI where it adds value while ensuring that capability, judgement, and cultural alignment guide final decisions.
At its core, strong organizations are built by capable, aligned people.
3) Leadership capability emerged as the strongest predictor of retention.
As organizations adapted to technological shifts, marketplace pressures, and evolving expectations for how work is structured, the need for strong leadership rose sharply in 2025. More than any other factor, leadership determined whether teams felt stable, supported, and connected.
Traditional approaches to leadership struggled to keep pace with modern challenges. Employees stayed where leaders could:
provide clarity during change
communicate with transparency
guide teams with steadiness and confidence
coach and mentor effectively
navigate conflict constructively
Business owners also became more aware of the real cost of turnover - financially, operationally, and culturally. This placed leadership capability at the forefront of organizational priorities.
Looking into 2026, we anticipate greater emphasis on developing leaders who can mentor, coach, and support their teams in practical, consistent ways. Leadership is no longer a supplemental asset;
it is the cornerstone of engagement, retention, and workplace performance.
4) Diverse workplaces emphasized the need for inclusive practices and adaptable systems.
Workplaces in 2025 were more diverse than ever, not only culturally, but in thinking styles, communication preferences, lived experiences, and expectations for how work should be organized. This diversity enhanced collaboration and innovation, while also underscoring the need for organizations to update their practices to support today’s workforce.
Diversity showed up across:
hybrid and flexible work expectations
neurodivergent thinking and processing differences
cultural and linguistic diversity
varied approaches to teamwork and decision-making
different levels of comfort with technology and AI
women navigating menopause while balancing full-time workloads
These realities required leaders to move beyond traditional standardization and toward inclusive systems that recognize and support a wide range of employee needs.
In 2025, the strongest-performing organizations:
updated policies to reflect today’s workforce
aligned flexibility with clear expectations
used inclusive language and communication practices
created psychological safety for differing perspectives
reduced barriers through accessible, thoughtful processes
invested in training to support cultural and cognitive understanding
The insight is clear:
Diversity becomes a strategic advantage when supported by clarity, communication, and adaptable leadership.
Heading into 2026, organizations who modernize their policies and strengthen leader capability will see higher engagement, better collaboration, and more resilient teams.
5) Workforces reached their limits, underscoring the need for rest, recognition, and clearer support.
A defining theme of 2025 was the level of overwhelm felt across the workforce. This year required continuous adaptation; learning new technologies, absorbing change, managing financial pressures, and meeting evolving expectations.
Simply put:
People are tired.
Business owners, leaders, and staff alike carried heavy workloads and sustained responsibility.
This showed up in:
increased sick time
higher use of vacation time
more open conversations around accommodations and capacity
increased attention to mental health
reduced participation in celebrations or milestone recognition
These trends pointed to a workforce in need of clear expectations, supportive structures, and genuine connection.
Organizations that responded effectively focused on:
refined performance standards
supportive policies reflecting current realities
clear communication about expectations and resources
compassionate, consistent corrective action when needed
meaningful, timely recognition
As workloads increased, recognition became even more important. Many workplaces reduced celebrations to quick social posts, but meaningful acknowledgment, however it is expressed, remains essential to energy, engagement, and retention.
2025 was a demanding year.
Everyone deserves a breather heading into 2026. Creating space for appreciation, whether through a shared lunch, a small gathering, or a thoughtful moment of acknowledgment, helps restore energy and strengthen connection.
Thank you for your continued trust and partnership.
It has been a privilege to support so many leaders and organizations throughout 2025.
Wishing you a restorative holiday season and a strong, steady start to 2026.
If your organization is preparing for the year ahead and looking to strengthen systems, leadership capability, or people practices, ingagehr is here to support you.
