RTO blunders, personalized benefits, microretirement and more
Here are 5 things to know about work this week.
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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1. After high-profile blunders, bosses consider best RTO strategies for 2025
As organizations plot their workplace strategies for 2025, the return-to-office debate shows no sign of cooling, with companies splitting into two camps: those doubling down on in-office mandates and those embracing flexibility as a competitive advantage.
One thing is certain: Several companies that botched the shift to in-office arrangements over the past year are something of a master class in how to not execute RTO plans.
Recent data suggests that 70% of employers plan to tighten their grip on remote work policies in the coming year, according to Resume Templates. However, this hardline approach may come at a significant cost to talent retention and recruitment.
2. From a four-day workweek to pet PTO, employee benefits in 2025 will focus on personalization
As HR teams prepare for the year ahead, employee benefits packages are poised to undergo a dramatic transformation to meet the shifting expectations of a multigenerational workforce.
And with Gen Z set to overtake boomers as the largest segment of the working world and many traditional benefits losing their appeal, companies are getting more creative with their offerings to attract and retain top talent.
“Gen Z evaluates roles based on the immediate value and growth opportunities,” said KeyAnna Schmiedl, chief human experience officer at employee recognition company Workhuman. The trend is driven by several factors, including the sunsetting of pensions, the normalization of job hopping and the fact that a growing portion of Gen Z don’t think they will be able to retire, she added.
3. Financial benefits emerge as a key differentiator for the workforce in the new year
As employers reexamine their benefits strategies at the start of another new year, employee financial wellness is taking center stage, with HR leaders recognizing that traditional, one-size-fits-all approaches to money matters do not meet the needs of an increasingly diverse workforce.
From student loan assistance to curated financial advice, companies are expanding their offerings to address the broad financial planning of their employees — and as with other sorts of benefits, personalization is key.
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4. WorkLife’s glossary of neurodiverse workplace accommodations
A growing share of the workforce is identifying with being on the neurodiverse spectrum, having conditions such as autism, ADHD and dyslexia.
And many are returning to regular in-person work after years of working remotely. During the pandemic neurodiverse workers found new ways of working and methods that better supported their individual productivity. Now they’re hoping their employers will support them and allow them to get needed accommodations to do their best work in the office.
Neurodiverse accommodations typically include those offering visual communication support, verbal language support and environmental support. Here is a non-exhaustive list of examples of accommodations that can benefit neurodiverse staff, and ultimately, everyone.
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:
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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.