2025年未来工作趋势预测

2025 is set to be another transformative year for the worldof work and we will continue to see businesses and theiremployees adapt to an evolving landscape. As we can seefrom our operations and accelerated growth across morethan 120 countries, the rise of hybrid working shows no signsof abating, yet there has been much discussion about howcompanies and their people will operate under the model. The Future of WorkA trends forecast for 2025 Unless you have been living under a rock, you couldn’t fail to see sensational media headlines on aregular basis that suggest the only productive place to work is in a traditional city-centre office – withcritics claiming productivity is suffering because of new ways of working. Headlines have talked about Return to Office or Return to Work mandates gaining significantmomentum amongst businesses. But this misses the point on several fronts – most notably thatthe phrase “Return to Work” implies employees have been off work, slacking, or taking an extendedholiday while “Return to Office” suggests employees have been working purely from home, which isanother fallacy. Businesses that do not offer hybrid working risk missing out on keeping and attracting the best talent.Flexibility is no longer a nice to have, it’s a necessity, and many will not consider new roles that requirelong daily commutes when they can work just as effectively from a local workspace nearer to wherethey live. Other trends that are set to have a major influence on the world of work find forward-thinkingcompanies demonstrating a growing understanding that productivity stems from good management,rather than simply being a function of where employees are located. Employers are also coming toterms with the expectations of the new cohort that’s entering the workplace in ever greater numbers:Gen Z. Companies that stay abreast of these trends will drive performance and profits in 2025, paving theway for growth and innovation in the years ahead. Mark DixonFounder and CEO, International Workplace Group plc It has also been suggested that some employershave used a five-days-a-week mandate asa way of deliberately reducing headcount.However, hybrid working expert ProfessorNicholas Bloom, of Stanford University, says thatsuch “backdoor layoffs”, as he describes them,tend to backfire. A 2023 report by workplacedesign company Unispace found that almosthalf of employers who implemented so-calledRTO policies saw a greater than anticipated levelof employee attrition, and almost 30% reportedsubsequent recruitment difficulties. It was clear from the Stanford conference thatenforcing so-called RTOs breeds employeeresentment. On the other hand, research hasconsistently shown that hybrid working leadsnot only to greater employee satisfaction butalso greater productivity. Companies thatembrace the hybrid model and empower theiremployees to work when and where they preferwill fare much better than those that don’t, andwill attract the best talent. “The RTO debateshould end,” says Bloom. The Rebuff of theSo-Called ‘RTO’ policies and found that, when companiesswitch to asking their employees to commutelong distances on a daily basis, there is acorresponding increase in staff looking for newjobs. This particularly applies to more tenured,senior employees. Companies that continue to expect theiremployees to commute long distances to acentral office every day will trigger a waveof resignations as employees resist their so-called return-to-office (RTO) mandates. Thisphenomenon parallels the earlier trend of theGreat Resignation, which saw large numbers ofworkers quit because they were dissatisfied withtheir jobs and wanted a better work-life balance. New Additions tothe Office Lexicon And the numbers can be significant. 73% ofemployees at a major US company told jobreview site Blind that they were consideringresigning following a so-called RTO mandate.More than a third said they knew someone whohad already handed in their notice. The dissatisfaction of employees forced to work five days aweek in a central office is creating new business buzzwords. At a recent conference at Stanford on theimplications of remote work, three researchpapers looked specifically at so-called RTO Resenteeismdescribes the experience of staying in a job despite beingfundamentally unhappy, and it is particularly common among employeeswho have no flexibility over working location and practices. Some companieshave started tracking the use of employees’ passes to enforce attendanceat a central office, and this has led to an increase incoffee badging, thephenomenon of scanning your pass at the office but only staying long enoughfor a cup of coffee and maybe a meeting before leaving. Those who are angryabout their employer’s policies and feel forced to look for another job arerageapplyingfor new positions. And to avoid losing team members, some managersare introducinghushed hybrid, allowing them to work remotely in secret. There was a time when produ