The 'resignation rush,' what's in and out for 2025, and more
Hello, and welcome to WorkLife’s 5 things newsletter. In this weekly newsletter, we will spotlight five things to know about the latest issues affecting modern workplaces.
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Here are 5 things to know about work this week.
1. HR leaders brace for January ‘resignation rush’
HR departments are preparing for the wave of resignations that typically marks the start of each new year, with research by Glassdoor indicating that job applications surge 22% above average in the month of January — a predicament that creates challenges as well as opportunities for organizations looking to retain top talent.
What’s been dubbed the January “resignation rush” can be attributed to a variety of factors, explains Mary Jenson, director of people and culture at marketing agency Barbarian. “Many employees view the new year as a fresh start, prompting them to reevaluate their career paths and seek new opportunities,” she said. “Additionally, the holiday season can exacerbate feelings of dissatisfaction or burnout, leading to increased turnover.”
The financial impact of the trend for businesses should not be underestimated. According to Sandra Moran, chief marketing and customer experience officer at HCM platform WorkForce Software, the replacement of leaders and managers costs around 200% of their salary, professionals in technical roles 80% and frontline workers 40%.
2. Technology will shape workplace productivity in 2025, but some warn of AI overload
The integration of AI and other technology is seen as critical to maximizing workplace productivity in the coming year, despite hiccups in implementing the latest tools and feelings among some that more tech does not necessarily make for a more productive workforce.
Still, there is a sense of urgency around getting AI up to speed in order to boost productivity. “HR can’t afford to ignore AI any longer, and if they do, entire departments will risk losing out on the best talent and even future organizational growth,” said Corwin Schroeder, global head of talent acquisition at financial data software company insightsoftware.
Meanwhile, Amy Reichanadter, chief people officer at the data and AI company Databricks, warns that “teams that have been in wait-and-see mode on implementing AI will begin to feel left behind because they have not developed and implemented a working strategy for how AI can improve their work.”
Yet despite the push for AI adoption, challenges persist in regard to implementing the tech. According to executive coaching firm Vistage’s Q3 CEO Confidence Index, while 75% of organizations currently use AI in some form, just one-third have trained their people on it, creating an enormous barrier to productivity.
3. DEI rollbacks, AI disenchantment: What’s in and out for workplaces in 2025
We’re all drawn to buzzwords to make sense of changing (and occasionally repeated) trends, and it’s no different for HR professionals and those navigating future-of-work shifts.
A year ago, fear-mongering over the acceleration of AI and its threat to all jobs was the dominant topic of conversation, along with a tidal wave of layoffs that occurred just ahead of the festive season. The year before that, quiet quitting was all the rage.
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Next year, with the Trump administration underway, and hype around just how fast AI will transform workplaces making way for more realistic AI goals, workplaces are primed for yet more change.
4. The world of work in 2024: By the numbers
This year was one of rapid, constant change in the workplace as the pandemic dust finally settled and many returned to in-person work. It also included the arrival of generative AI and rollouts of new tools workers will be expected to use. A contentious presidential election also colored workplace relations this year.
5. Need a break? Microretirement may be the answer
Feeling burned out? Or simply need a change or a new adventure? Try microretirement.
Unlike conventional retirements or the growing phenomenon of “unretirement,” where retirees go back to work, microretirement is taking strategic career breaks during one’s working life. The approach is gaining traction among workers of all ages, especially younger ones — this, despite warnings by financial experts that such breaks could cost employees up to $600,000 in future retirement savings.
HR departments can play a vital role in supporting employees considering microretirements.
Elsewhere in Digiday Media
Check out some of Digiday Media’s other stories on the future of work over the past week:
This is a weekly compilation of highlights from WorkLife’s daily newsletter. Sign up here to get WorkLife’s comprehensive work coverage in your inbox each morning.
This newsletter was curated by Courtney Marabella, senior social media/audience manager for Digiday. Let us know what you think, or what you hope to see more of, by dropping us a note at courtney@digiday.com.
Employee culture and well-being keynote speaker, communication strategist, and columnist. C-suite advisor on creating healthy, confident, and empathetic teams to attract and retain star talent. ⬇️ 150 lb!
2moThose leaving their company should do all they can to leave on a high note. Your former colleagues may be future clients, referrals, colleagues, or bosses. They’ll remember those last few days and weeks before you left above all else.