Workplace trends defining 2025 and their impact

2025 Talent Trends: Compete on Clarity

U.S. workplace trends have shifted dramatically; the Michael Page 2025 Talent Trends report is proof of that. The third annual installment of this comprehensive study is now available, featuring responses from thousands of U.S. employers and professionals from a range of industries.  

This year, we uncovered the latest insights on the trends defining the future of work. One key theme emerged: a need for clarity. Companies that clearly articulate their positions on topics like flexibility, GenAI, salary, and company culture can better attract and retain professionals aligned with their goals.  

Keep reading for a sneak peek at our key findings and how you can leverage them to fuel your workforce planning.

Want to dive deep into the insights? Download our 2025 Talent Trends report.

A wait-and-see market

The pandemic-induced “Great Resignation” gave workers more bargaining power on the market as they left their jobs in droves in search of pastures new. Today, however, the reality looks much different.  

On both sides of the job market, employers and professionals are thinking twice before making their moves, as uncertain conditions make it difficult to strategize. Professionals are waiting for just the right opportunity, while companies hold out for just the right candidate, leading to a quieter hiring market.

For example, instead of actively seeking jobs elsewhere, nearly half (49%) of professionals have negotiated a salary raise with their current employers, up from 34% in 2024. With fewer job seekers on the market, it’s perhaps no surprise what topped the list of employers’ recruitment challenges—finding qualified candidates.  

External factors may be preventing decisive action. However, employers looking to boost their talent acquisition and retention rates should refine their responses to the following trends if they want to move the needle.

Flip-flopping on workplace flexibility

After years of flexible working being the norm, our data reveals a shift towards more in-person work.  

41% of employees now work in the office more than they did 12 months ago. Of those, 33% say this is due to stricter company policies. These figures may be unsurprising given the rising number of high-profile return-to-office mandates at multinational companies, indicating this change is becoming more widespread.  

Evolving policies have professionals wondering if or when they will be required to come into the office more often. Before introducing new ways of working, organizations must consider how these changes could affect employees and candidate attraction.  

While business needs are major contributors to your work arrangements, our data suggests completely dismissing employees’ priorities will result in a dip in morale, retention, and talent recruitment.  

Whether you opt for hybrid or fully in-person work models, communicating with clarity from the outset is crucial to avoiding misalignment.

GenAI is a powerful tool... with the right training  

In just a few short years, GenAI has become virtually unavoidable in the workplace, and our own research shows a steady increase in usage. 37% of professionals reported using GenAI, up from 26% in 2024, with industries like technology, marketing, and financial services leading the charge.

Professionals who reported using GenAI at work cite the following primary reasons:

• 75% say GenAI has allowed them to focus on more fulfilling tasks
• 80% say GenAI has increased their productivity
• 77% say GenAI has improved the quality of their work

Such tools evidently provide clear commercial benefits—but not without a catch. A significant portion (44%) of employees believe their employers are not properly preparing them to work alongside GenAI, raising concerns about effectiveness and data risks.  

Our data suggests that policies and guidance, (e.g., through training, modeling, and workshops) can pave the way for safe, optimized use. Companies that have a clear understanding of the value AI will bring to their organization and how to execute it will have a competitive advantage as technology continues advancing.

Transparency in the workplace triumphs

If you want to attract top talent or boost your workforce retention strategies, open communication is a must. Our data reveals 91% of professionals view company transparency as important. In times of uncertainty, honesty is even more paramount.

What does transparency look like in action? Some examples include:

• Transparent salary structures
• Communicate company challenges and solutions
• Respond to employee feedback
• Share appropriate financial information

These practices are often easier said than done. But when executed correctly, they can have a major impact in engaging top talent, leading to more trustworthy workplaces. Additionally, studies show trusting employees are less stressed and more productive, creating further incentive to lead with clarity.

Looking to make salaries more transparent? Download our salary guide for accurate benchmarking across roles and regions.

Employees’ need for a sense of belonging persists

Workplace inclusivity remains a complex topic as many businesses have scaled back their efforts amid changing public perception. Despite this, our data indicates inclusive environments are important to building loyal, engaged teams.  

Inclusion is inherently tied to company culture, which ranks in professionals' top five essential factors when considering accepting or applying for a role. That said, only 29% believe their workplace is inclusive, decreasing employees' sense of belonging in the workplace.  

There’s no denying company culture is important. So, how can organizations build an environment where everyone thrives?  

The reality is there’s no one right answer. When thinking about what inclusivity should look like, leaders should consider their company’s mission, ethics, and values. More best practices include:

• Adopt frameworks that mitigate unconscious bias and honor merit, such as structured hiring processes with standardized questions and scoring rubrics
• Prioritize outcomes (e.g., engagement, retention, recruitment) over optics  
• Emphasize outcome-based expectations and intentions for stakeholder buy-in
• Share policies and practices with current and prospective employees
• Stay up to date on applicable regulations to remain compliant  

Moreover, leading with authenticity when building inclusive workplaces will help you engage well-aligned professionals and create a sustainable solution that balances fair practices with external and internal demands.

Improve your hiring and recruiting strategies with Talent Trends

If you're an employer searching for a one-size-fits-all recruitment solution, you could be looking for a while. Instead, curiosity, customization, and commitment will be key to building a capable workforce.

Our “Talent Trends: Compete on Clarity” report provides actionable advice to help you navigate uncertainty and build a strategy that works for your business. Once you're equipped with such valuable data, you can plan your next moves with confidence, no matter the landscape.  

Access the Insights

Ready to leverage these findings in the hiring process? We can help. Our recruitment consultants are experts in filling vacancies across a range of industries. Get in touch about your hiring needs and start connecting with top talent.