As the workplace landscape evolves, HR leaders are tasked with addressing new challenges and opportunities. Gartner has unveiled its top nine predictions for Chief Human Resource Officers (CHROs) in 2025, highlighting the dynamic interplay of workforce demands, managerial roles, and emerging talent risks.
Gartner senior director analyst in the Gartner HR practice, Emily Rose McRae, emphasised the urgency of these predictions: “This year’s predictions address three key challenges executives must tackle in 2025: New demands for a future-ready workforce, the evolving role of managers and leaders, and emerging talent risks to organisational strategy.”
1. Expertise gap widens
First and foremost, the expertise gap is widening due to an unprecedented wave of retirements coupled with rapid technological advancements. As experienced employees exit the workforce, organisations face the risk of losing critical knowledge.
A May 2024 Gartner survey revealed that 60% of employees feel they lack the on-the-job coaching necessary for skill development. To mitigate this risk, companies will increasingly turn to collective intelligence — technology-driven methods that facilitate knowledge transfer between experts and novices.
2. Redesign for innovation
Organisations are also preparing for significant technological innovation. CEOs are prioritising growth strategies that leverage technology, particularly artificial intelligence (AI). However, the integration of generative AI has not yet met expectations for productivity.
Consequently, executives will rethink organisational structures, opting for flatter hierarchies that promote agility and streamline operations. This reshaping of the workforce will enable more effective collaboration and adaptability in a fast-paced environment.
3. Nudgetech for communication
Moreover, effective communication is becoming increasingly challenging. The diverse cultural norms and expectations of the modern workforce contribute to a growing professional communication gap. To tackle this, organisations will experiment with “nudgetech,” AI-powered tools designed to facilitate better communication.
Kaelyn Lowmaster, director in the Gartner HR practice, stated, “By offering hyper-personalised nudges with clear explanations for why the changes are recommended, nudgetech creates a double benefit of improved communication and increased behaviour change.”
4. Bots over bosses
The role of managers is also shifting dramatically. Employees are expressing a preference for AI-driven performance management tools over traditional managerial oversight. A survey indicated that 87% of employees believe algorithms could provide fairer feedback than their human counterparts.
This trend necessitates a redefinition of high performance, as organisations will need to discern between individual contributions and those enhanced by AI technologies.
5. Defining AI Fairness
In terms of diversity, equity, and inclusion (DEI), organisations are pivoting their focus from mere representation to fostering an inclusive environment that promotes belonging for all employees. By doing so, they can enhance workforce diversity while simultaneously improving talent outcomes and innovation.
6. Focus on Inclusion
As organisations adopt an AI-first mindset, they must be cautious of potential pitfalls, such as increased work friction and the neglect of long-term strategic considerations. Prioritising employee needs in AI deployments can significantly enhance performance and engagement levels.
7. Risks of AI-First Approach
Furthermore, loneliness, often regarded as a well-being issue, is being recognised as a substantial business risk. As organisations address this challenge, they will need to cultivate a more human-centric approach to collaboration.
8. Loneliness as a Risk
Finally, employee activism is driving the adoption of Responsible AI principles. Organisations that engage employees in shaping their AI strategies will foster a more inclusive and effective technological integration.
9. Activism for Responsible AI
Gartner is calling for a proactive approach from CHROs in navigating the complexities of 2025. By embracing technological advancements, fostering inclusivity, and prioritising employee well-being, organisations can position themselves for sustained success in an evolving marketplace.
