2025年5大职场文化趋势

In 2025, employees are re-evaluating the value of workand Total Rewards in their lives. What does this mean forworkplace culture? Check out 5 culture trends for 2025 andhow you can prepare. Culture Trend #1: A Renewed Focus on Care in theWorkplace In today’s workplace, employees evaluate their employer’s actions by decidinghow much their company cares about them and whether that care is worthyof their effort and loyalty in return. Focus groups found how people answer2 questions about work shapes their relationship with the workplace: Am Isurviving? And if so, am I thriving? One-third of employees aremerelysurvivingat work — 2025 GLOBAL CULTURE REPORT The biggest challenge for 2025 will be closing the gap between whatorganizations offer employees in terms of the compensation and benefits foundin Total Rewards and what employees need to survive and thrive. Employerscan start byputting careat the center of their strategies. When the exchange ofemployment feels less like a transaction, and more like a relationship filled withcare, people can thrive at work. There’s also a business benefit to caring for people because employees whothrive at workare: • 84% less likely to burn out• 30% less likely to leave the organization• 12x more likely to feel high engagement• 7x more likely to do great work What organizations can do: Company benefits and offerings are more successful when they demonstrateand reinforce a genuine concern for people and their wellbeing. Emphasizethat Total Rewards offerings or benefit packages are a direct reflectionof employees’ importance and that the organization wants to fulfill theirimmediate and future needs so employees can thrive. Clearly communicate thiscare and invest in resources and support when employees use these offerings.Practice empathy and give recognitionregularly to show employees you seeand value them. “As work constructs are changing, theway organizations structure their payand rewards programs is also changing.This will play a massive role in decidingwhether your organization delivers on itspromises.” —DR. SCOTT CAWOOD, CEO, WORLDATWORK Culture Trend #2: Rethinking Total Rewards For the past 20 years, many organizations have tried to demonstrate this senseof care through Total Rewards, a way to help employees see the full investmentorganizations make in them. In an effort to meet a diverse set of employeeneeds, many organizations have defaulted to an endless buffet of benefits. However,the researchfinds most Total Rewards strategies fall short of theirpurpose and may even have a negative effect. In fact, less than 40% of workersknow the meaning of the term “Total Rewards,” only 14% of those people canexplain it, and many employees think of certain “rewards” as a mandatoryminimum condition of employment. The research also shows it doesn’t matterhow robust a benefits package is if employees don’t believe their organizationhas their best interest at heart. We asked employees to rate the elements of Total Rewards that influence theirability to survive or thrive at work. To help employees survive, competitivecompensation and health benefits provide the financial stability to cover basic needs. Likewise, to help employeesthrive, offerings such as careerdevelopment and skill building providelong-term growth and security. With the rapid pace of change in theworkplace, organizations need to re-evaluate their Total Rewards strategiesand see if they effectively meet thebasic survival needs of employees, andthen determine whether employeeshave opportunities to thrive.WhenTotal Rewards satisfies the needs ofboth, and communicates a foundationof genuine care, it changes everything. What organizations can do: What’s missing from Total Rewards is not more new benefits. It’s helpingemployees feel cared for. Until employers meet that need, benefits and perkswill miss their mark. Offer adequate compensation and provide health benefits,subsidized as much as possible, to meet employees’ basic needs. Then, providecareer development,skill building, and recognition to build long-term security.Recognitionis a bridge that helps all employees feel seen and valued andshould be included in your Total Rewards strategies. Culture Trend #3: Destigmatizing Mental HealthIssues at Work Mental health problems in the workplace are common, and often exacerbatedby poor workplace cultures. The persistent stigma around mental healthconditions has also contributed to employee suffering. It’s time to buildworkplaces that talk about, support, and care for employees’ mental health. Creating a culture filled with purpose, opportunity, appreciation, and strongleadershiplowers the odds of burnoutand probable anxiety and depression. Change in Odds of Mental Health Challenges Actively supporting employees’ mental health with a strong workplaceculture is crucial. Recognition plays a powerful role. Just as clinical researchshows gratitude journaling can significantly impact depression and anxiety,rec