Unlock the future of workforce engagement and retention by exploring the ten key metrics poised to shape the world of work in 2025 and beyond.
Leaders selected with Corvirtus assessments are 28 times more likely to engage stakeholders.
The more organizations can amplify engagement with their stakeholders (customers, community, vendors, as well as partners) the more they can act on feedback early, maximize connections and opportunities, and build a supportive community around their initiatives. A topical example of effective stakeholder engagement is seen in the renewable energy sector, where companies like Ørsted have successfully transitioned from fossil fuels to renewable energy by engaging with local communities, governments, and environmental groups. This collaborative approach not only mitigates risks but also enhances the company's reputation and long-term sustainability. Engaging stakeholders is not just a strategic advantage; it is a necessity in today's interconnected world where transparency and accountability are paramount.
That takes us to our first metric. Leaders selected with Corvirtus assessments are 28 times more likely to exceed stakeholder expectations. This demonstrates the impact of Corvirtus' training on enhancing leadership capabilities and driving business success. Effective stakeholder engagement is a key driver of business growth and sustainability. Leaders who excel in this area can align organizational goals with stakeholder expectations, fostering trust and long-term collaboration.
When leaders maximize their engagement with stakeholders they are building a meaningful connection and bond that enhances the organization's reputation - and opportunity. By attentively listening to and resolving customer, and other stakeholder, concerns, companies can generate a positive public image and bolster their brand. We see that leaders strong in building relationships take time to consider and ask questions about stakeholder viewpoints. This further allows leaders to address potential pitfalls proactively, ensuring smoother operations and minimizing the risk of crises. In short, building long-term relationships drives sustainable growth in ways that are often tough to predict.
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60% of HR leaders prioritize leadership development.
Sixty percent of HR leaders say developing their management team's effectiveness is a part of their strategy to improve the future of work in 2025. Leadership rooted within your culture and strategy is essential for driving organizational success and employee engagement. By prioritizing leadership development, HR leaders are investing in the future resilience and adaptability of their organizations, ensuring that they can navigate the complexities of the modern business landscape.
Additionally, you might find it interesting to mention that high-potential employees are 3.7 times more likely to want to quit if they don't have regular opportunities for growth and development This underscores the importance of continuous learning and development initiatives within organizations to retain top talent and ensure future leadership pipelines.
In addition to enhancing leadership capabilities, HR leaders are also intensely focused on fostering a culture of continuous learning and development in the year ahead. This approach not only equips managers with the necessary skills to lead effectively but also encourages a growth mindset across the organization. By creating an environment where employees feel supported in their professional development, companies can drive innovation and maintain a competitive edge. Furthermore, a strong emphasis on leadership development helps to build a pipeline of future leaders who are well-prepared to take on new challenges and drive the organization forward. This holistic strategy ensures that the organization remains agile and resilient in the face of evolving business demands.
45% of employees are burned out by organizational change.
Forty-five percent of employees are burned out by organizational change. Addressing change fatigue is a top priority for HR leaders to maintain employee morale and productivity. In an era of constant transformation, employees need support and clear communication to navigate changes effectively. HR leaders must implement strategies to manage change fatigue, such as providing resources for mental health and creating more transparent communication channels.
Interestingly, in our surveys on employee engagement and retention in the past three years, benefits and programs focused on wellness and mental health are the most strongly linked to intentions to stay with the organization long-term. Encouraging employees to focus on their overall well-being can aid them in handling the stress of change. Unfortunately, basics like transparent communication channels are too often overlooked and are vital to keep employees informed about change and how it affects them. Regular updates and open discussions about the reasons for change can help alleviate uncertainty and build trust.
In addition, involving employees in the change process by seeking their input and feedback can make them feel more in control and invested, reducing resistance and increasing buy-in. Providing training and development opportunities to help employees gain the skills needed for new roles and responsibilities can enhance their confidence and competence in managing change. Recognizing and supporting employees' efforts and achievements during periods of change can boost morale and reinforce positive behaviors.
Lastly, flexible work arrangements, such as remote work options or adjusted hours, can help employees maintain wellness during times of change. It's also important for leaders to be visible and accessible during the change process. Training and guidance showing leaders how they can, and should, seek to understand employee attitudes, offer guidance, and address concerns promptly is key to supporting their teams. Creating a feedback loop where employees can share their experiences and concerns about the changes, and using this feedback to make necessary adjustments, ensures employees that their voices are heard.
Hires using Corvirtus assessments are 10 times more likely to sustain a positive mindset despite obstacles.
Individual contributors who participate in Corvirtus development programs are 10 times more likely to maintain a positive attitude throughout the workday. This underscores the importance of that positivity in employee engagement and well-being in achieving organizational goals. Enthusiasm, optimism, and just plain happiness are crucial for productivity and innovation. A development program that may take an hour every month pays dividends not just for the person but for each person, customer, and stakeholder they influence.
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86% of job seekers say culture is critical to their decision.
A staggering 86% of job seekers say culture is somewhat or very important when considering a job opportunity. This emphasizes the need for organizations to cultivate a positive workplace culture to attract and retain top talent. Organizations should diligently focus on creating and sustaining a culture that reflects their values and advances their strategic objectives.
A robust and positive culture not only draws in top-tier candidates but also enhances loyalty and engagement among current employees. When employees feel connected with their company’s values and mission, they are more likely to be motivated, productive, and committed to their roles. In our leadership and employee development work, we often ask participants to connect their own values to that of the organization and strive to keep this front of mind as they go about their journey of development. This powerful connection of what we value to our organization's values leads to higher job satisfaction, lower turnover rates, and a more cohesive and collaborative work environment.
To create and sustain a positive workplace culture, you can focus on a few key points. It's crucial to clearly define and communicate your vision, mission, and core values, and ensure these beliefs are consistently woven into all business activities. Leaders must walk the walk, and talk the talk, of the culture. This is the basic recipe for authentic leadership and helps us chip away at the trust gap as we build a workplace grounded in respect, understanding, caring, and fairness.
- Encouraging employee participation in decision-making and offering opportunities for them to contribute to the company’s success can instill a sense of ownership and belonging.
- Implementing programs that acknowledge and reward employees for their contributions and achievements can boost morale and reinforce positive behaviors.
- Promoting wellbeing in ways that are sustainable for your organization's unique operations. This could include flexible scheduling, wellness programs, and support for personal and professional development.
- Maintaining open communication between employees and management, encouraging feedback, and addressing concerns promptly are vital for building a culture of transparency and trust.
- Cultivating a an inclusive workplace that grows a sense of belonging where all employees feel valued and respected and know their role in driving progress to a shared definition of success.
89% of highly engaged employees report a healthy and positive culture
The link between that culture thing and an engaged workforce truly cannot be overstated. Eighty-nine percent of highly engaged employees believe the culture in their organization is positive. This statistic highlights the strong correlation between employee engagement and a positive workplace culture. Engaged employees are more productive, innovative, and committed to their organization's success. Therefore, nurturing a healthy and positive culture should be a strategic priority for all organizations looking to enhance engagement and retention.
Employees engaged in leadership development are 20 times more likely to achieve intended results.
Supervisor evaluations consistently indicate that employees who engage in Corvirtus leadership assessment and development programs often meet or surpass their performance objectives. In a climate where we're confronted with unpredictable change on multiple fronts, it is crucial for leaders to maintain high standards and effectively guide their teams toward success. Leadership development programs transform leaders into individuals capable of thriving through change while upholding their company's mission, purpose, and values.
Participation in these programs enables leaders to cultivate essential skills such as strategic thinking, effective communication, and adaptive problem-solving. This comprehensive development ensures they are well-prepared to inspire their teams, drive innovation, and maintain high performance levels. Consequently, organizations benefit from a strong leadership pipeline capable of steering the company through both opportunities and challenges, ultimately fostering long-term success and resilience.
1.4 Human Resources and People Team Members are needed for every 100 employees to sustain engagement, retention, and compliance.
The need for strong HR teams, and leadership within those teams, will only increase. In 2025, it is recommended to have just under one and a half dedicated HR and People team members for every 100 employees. This is an all-time high. This staffing ratio is vital to ensure HR departments are well-equipped to meet the rising demands of talent management and employee engagement. As organizations expand and transform, strong HR teams will remain a competitive key (not a cost center). This ratio sets organizations up for success in understanding and meeting employee needs, targeting barriers and maximizers of engagement, and ensuring compliance with changing regulations.
Retaining customers is 5 times less expensive than acquiring new ones.
This might not come as a surprise, but underscores the importance of customer retention strategies in driving profitability and business growth. A loyal customer base not only provides steady revenue, but also delivers brand advocacy, promoting the business through word-of-mouth. Investing in customer retention strategies, like training, building stable high-performing leadership teams, and employee engagement, will yield significant returns and support long-term business sustainability.
Gaining new customers typically incurs higher costs than keeping current ones and for many industries customer acquisition costs are rising. By prioritizing retention, companies lower expenses related to marketing and the often time-intensive and riskier early stages of supporting new customers. We know loyal customers generally increase their spending over time. By fostering and maintaining these connections, businesses can enhance the lifetime value of each customer. Delighted customers are more inclined to recommend your business, driving organic growth through referrals. Long-term customers offer valuable insights that can refine products and services, boosting customer satisfaction and retention. Strong customer relationships can set a business apart from its competitors, making it more challenging for rivals to attract your customers.
Given this, consider how your hiring and training practices can maximize customer retention. What actions are often overlooked by newbie employees that hinder customer engagement? Are there qualities that if more consistently and accurately assessed during your hiring process would move the needle on customer engagement? In this way leaders that partner within and across HR will build systems and solutions that drive profits and brand advocacy.
85% of employees admit to multi-tasking on virtual meetings.
Let's wrap up with one that's not surprising but sets a goal for us. The majority of us admit to multi-tasking while pretending to pay attention during virtual meetings. This begs the question, how can we make meetings more collaborative and useful? Building a culture around meetings where they support productivity and are respectful of everyone's most limited resource, time, is key. If participation in meetings is low, why is that? Consider exploring new strategies to make virtual meetings more interactive, such as incorporating collaborative tools (whiteboards, polls, even delegating topics), setting clear agendas, and encouraging active participation.
Keeping your employees happy, engaged, and growing is the secret sauce to any organization's long-term triumph. By creating a workplace that's a place we're proud to call ours, offering career paths that are both consistent and exciting, and showering employees with feedback that's dually constructive and rewarding, builds a resilient workforce that will perform, stay engaged, and stay long-term. Pouring resources into these areas not only cranks up productivity and innovation but also strengthens your culture and mission, leading to business success that's deserving of being called a remarkable place to work and do business.
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