Top 5 priorities for leaders in 2025

Gartner's survey of more than 1,400 Human Resources leaders revealed the top five priorities that will define the success of HR professionals in 2025. These priorities reflect a constantly evolving workplace, with companies striving to balance strategies to retain talent, optimise resources and strengthen organisational culture. Whether you're a business owner facing challenges in recruiting the best people or a professional seeking career growth, these trends can shape your future. Let's explore each priority and discover how you can prepare for them.

Developing leaders and managers

Many leadership development programmes fail to meet expectations, leaving leaders struggling to balance the growing demands of achieving business results while maintaining team engagement and well-being. To address this, organisations should regularly assess the competencies of their current leaders to ensure they are prepared for rapid change. Using tools such as 360-degree feedback and leadership assessments can help identify gaps effectively. Investing in customised development programmes that enhance critical soft skills such as empathy, communication, resilience and behavioural capabilities is essential. Incorporating innovative approaches, such as role-playing empathy scenarios or virtual coaching, can boost impact.

Additionally, fostering cross-mentoring opportunities between experts, seasoned leaders and emerging talent can help bridge knowledge gaps and strengthen leadership effectiveness. Reverse mentoring schemes, where senior leaders learn from younger team members have gain popularity as it gives senior leaders fresh perspectives and the younger members involved in the company’s development.

Preparing leaders for the future isn't just about teaching them how to manage teams; it's about helping them develop the emotional and strategic competencies needed to navigate an ever-changing business environment.

Additionally, integrating culture into the recruitment and onboarding process ensures that new hires are already aligned with the company’s values. Organisations should also reflect on whether their culture is perceived by employees as a true differentiator, as this can drive engagement and loyalty. Regular pulse surveys and focus groups can help gauge employee perception and identify areas for cultural improvement.

Strategic workforce planning

Planning the capabilities needed for the future has become an increasingly complex challenge for organisations. A phased approach is key, starting with an analysis of the current scenario, projecting future needs and implementing strategic solutions. This could include scenario planning to prepare for multiple potential outcomes and ensure adaptability. 

Competency mapping tools can help identify skill gaps and create actionable plans to address them. Using digital platforms for skill tracking and workforce analytics can further enhance accuracy and decision-making. Involving leadership in this process ensures that strategic planning aligns with the real needs of the organisation. Workshops or strategy sessions with leadership teams can help ensure alignment and shared accountability. 

As the coming year unfolds, businesses must balance short-term priorities with long-term strategies, including fostering strong leadership, building a consistent organisational culture and adopting agile, intelligent workplace planning. The real challenge lies in whether your company is ready to invest in the future or remains focused on addressing immediate challenges.

Changes in the workplace are not going to slow down and companies that place people at the centre, leveraging data and innovation as allies, will be better prepared for the future. Having a clear strategy to engage employees during times of transformation is essential for navigating these challenges effectively.

HR technology

Many companies struggle to maximise the value of their HR technology investments due to poor integration and misalignment with the organisation's actual needs. To address this, businesses should prioritise solutions tailored to their specific requirements rather than adapting their processes to fit the tools. Conducting a needs assessment before investing in HR technology can ensure alignment with organisational goals and reduce wasted resources. Transparent partnerships with experts can provide ongoing support, ensuring the technology evolves alongside organisational needs. These partnerships could include regular system evaluations and updates to keep tools relevant and effective. 

Additionally, training teams to use these tools effectively is essential to prevent the underutilisation of their potential. Interactive training sessions or self-paced e-learning modules can improve adoption rates and ensure all users are confident in using the systems. Technology alone won't solve organisational challenges; for 2025, the focus must be on integration - aligning tools, people and strategies to deliver tangible results. When implemented thoughtfully, HR tools can become a driver of growth rather than a hindrance.

Turn challenges into competitive advantages

With 2025 on the horizon, it brings both significant challenges and exciting opportunities for those who can adapt effectively. For companies, success will hinge on assertive recruitment for strategic positions, leveraging data-driven hiring processes to identify and attract top talent. Establishing clear employer branding can also help position organisations as desirable workplaces. For professionals, developing the right skills could unlock exceptional career opportunities, particularly in areas like digital proficiency, adaptability and emotional intelligence, which are increasingly in demand across industries.