In the last five years alone, we’ve witnessed expectations shift for both the workforce and their employers. The motivations of talented employees are evolving, and they are increasingly seeking out more flexible and understanding organizations. Meanwhile, what were once considered highly sought-after positions and companies are beginning to look less strategic and stable in the grand scheme of things.
Workplace Trends for the New Year
One workplace trend that we are expecting to see continued in 2025 is the transformation of the traditional employee benefits package. Whereas basic healthcare, dental, and vision may once have met the expectations of an incoming candidate, there are now a plethora of new benefits that not only make a business more attractive to top talent, but also ultimately help reduce turnover and bolster productivity.
Mental health, pet care, child care, eldercare, and caregiving in general are just some of the benefits that help an incoming employee find the support that they need in order to do their best work for a company that hopes to earn their trust and loyalty.
Indeed, many of the current workplace challenges identified by Gallup and MIT Sloan School of Management for 2025 are also supported by the implementation of caregiving benefits.
Combatting “The Great Detachment”
Before we even reached the cusp of the new year, employee engagement had hit a “record low.” Faced with a weak job market, high inflation, and return-to-office mandates around every corner, employees increasingly disconnected from their workplaces as they began to feel that their jobs did not support or care about them as employees.
Although the turnover rate remains steady, unhappy and disengaged employees are a risk to productivity and overall costs regardless. Gallup has dubbed this phenomenon “The Great Detachment,” and highlights the importance of “re-building employee commitment” in the new year.
One of the best ways for leadership to show employees that they are supported, especially when implementing an unpopular policy like a return-to-office mandate, is to provide benefits for those losing some of the flexibility that they may have relied upon to take care of themselves, an aging loved one, or a child. Caregiving benefits like Homethrive allows employees to have a lifeline to a professional that can help them navigate their caregiving situation anytime, and from anywhere.
Supporting Employee Well-being
Gallup reports on another record low in 2024: employee well-being. Employee well-being is more than meets the eye, especially when mental and physical stress result in missed days as workers recover from the health ramifications of burnout.
Caregivers are especially at risk for impacted physical and mental health as they attempt to balance expectations at work with those demanded at home. The average time dedicated to caregiving at home is currently 20 hours per week, and the Surgeon General recently published a report on how caregiving for a child was actually hazardous to parents’ health.
Along with reduced levels of well-being, employees are also increasingly convinced that their employers either do not notice or do not care. Creating a culture of care must take priority for leadership in the new year if they wish to keep their talent and foster sustainable performance. Providing benefits that can reduce stress can help keep employees healthy, engaged, and in the office.
Addressing Child Care Difficulties and the Motherhood Penalty
Mothers are nearly twice as likely as their male partners to report that they “declined or delayed a promotion” due to caregiving. Career interruptions continue as women reduce or adjust their hours for family responsibilities, or leave their jobs altogether to focus on their children.
Organizations that wish to diversify their workforce, or else support all of their employees equally in their professional advancement, will put plans into place to assure that they attract and retain everyone entering an era of family planning. Childcare and caregiving benefits like Homethrive in partnership with TOOTRiS, will help everyone with their professional advancement, even as their family grows.
Implementing Successful Flexible Work Schedules
The 4-day workweek, hybrid work environments, or just flexible working hours are all consistent trends that have weathered years worth of trend reports. These flexible schedules allow families and caregivers to fulfill their obligations at home and at work, and this trend isn’t going anywhere soon.
For those organizations considering or that have already implemented return-to-office policies, data is already beginning to reveal that these mandates do not actually encourage productivity. In fact, they may do just the opposite.
Research from MIT determined that instead of a productivity boost, mandates lead to “damaged employee engagement and increased attrition.” This was especially true in the case of high-performing or caregiving employees.
The resulting brain drain leaves organizations with a potential influx of talent on the market, provided that they embrace flexible hours or in-office schedules. To tie this point back to the previous one, this brain drain in particular affects women with childcare responsibilities who rely on additional flexibility to pick up, drop off, or be available in their house for their young children.
It is anticipated that, despite the sudden spike in return to office mandates we’ve recently witnessed, hybrid roles will become the standard, at least for forward-thinking companies hoping to snatch up skilled workers.
Embracing flexibility and family-first benefits will provide more than enough support for employees working to strike a healthy work-life balance between their role at work and their role at home.
Building Our Best Team
Disruptions like pandemics, elections, or the sudden advancement and adoption of AI technology will always shift our ways of working (and hiring). But one thing that remains consistent is the need for employees to feel seen, heard, and supported in their roles.
Despite our best efforts of separating work and life, one inevitably affects the other. So supporting employees at home can and will improve the quality of their work.
Homethrive is your dedicated partner in empowering caregivers and supporting well-being across every stage of life. With a unique blend of smart digital tools and expert human guidance, Homethrive reduces burnout, improves productivity, and helps your employees thrive both at work and at home.
Whether it’s navigating Medicare, coordinating care, or offering emotional support, Homethrive is there 24/7 to provide personalized, proactive care that makes a difference. Discover how Homethrive can benefit your organization by contacting us today to learn more.