12 Tendenze globali dell'esperienza dei dipendenti che definiscono gli ambienti di lavoro nel 2025

With 77% of job seekers prioritising employee experience when choosing a workplace, businesses must align with global employee experience trends in 2025. The concept now extends beyond job satisfaction, encompassing every aspect of an employee’s journey—from daily operations to professional growth.

Gallup research shows that motivated employees improve company growth and financial success by 23%. In today's workplace, shaped by emotional, cultural, and technological factors, staying ahead requires adapting to the evolving future of employee experience.

The pandemic accelerated a shift in employee expectations, making remote work, mental well-being, and work-life balance top priorities. This change also sparked the Great Resignation, proving that financial incentives alone no longer retain talent. For businesses to thrive in 2025, embracing these shifts is no longer optional—it’s essential.

Global employees experience trends to watch out for in 2025

Many employee experience trends will shape the future of work. Unpredictable macro-economic conditions, a burgeoning global population, changing technologies, and new ideas will influence how people expect to interact with their workplaces in 2025.

Here are a few employees experience trends that workplaces can implement this year.

1. Mettere al centro la salute mentale dei dipendenti

According to a report by the World Health Organization, an estimated 15% of working-age adults are suffering from depression and anxiety, costing the global economy direly, not to mention the cost it bears on one’s personal lives. This requires prioritizing mental health in 2025 to improve the overall employee experience. 

With mental health set to become the central focal point in employee experience, recognizing its significance is important in harvesting a fostering thriving workplace.

The major goal is to provide mental health resources, like delivering accessible counseling services, mental health-related platforms, and employee assistance platforms to prioritize mental health.

Controlli regolari sulla salute mentale attraverso sessioni intime genereranno un approccio proattivo al benessere dei dipendenti. Inoltre, queste sessioni li aiuteranno a comprendere le tecniche di gestione dello stress e le strategie di coping, consentendo loro di gestire i livelli di stress in ogni fase della loro vita. Un ambiente di supporto di questo tipo favorirà un palazzo intriso di comunicazione aperta, fiducia e attenzione.

2. La cultura della settimana lavorativa di 4 giorni

There is an increasing demand among working professionals for flexible work schedules. This includes the coveted '4-day work week,' which can allow them to focus on other aspects of their lives. A sentiment essentially ignited by the eponymous book, many companies realize that a result-oriented work culture has more incredible benefits to the business than enforcing stipulated work hours on employees.

Inoltre, migliora il benessere della forza lavoro senza incidere sulla produttività. Non solo, studi sul campo hanno dimostrato che l'ha addirittura incrementata.

One great example is the San Francisco-based tech firm Bolt. The company permanently transitioned to this new working model after a successful test run with the four-day workweek in 2021. A company-wide survey found that 86% of the employees were more judicious with their time, improving their output overall.

The managers, too, could correlate with this data, as 87% of executives stated that they were satisfied with the productivity of their respective teams.

Un ulteriore vantaggio di questo trend di esperienza dei dipendenti è la netta riduzione dei tassi di abbandono, una benedizione durante le Grandi Dimissioni.

Apart from Bolt, major companies like Nectafy and Kickstarter have embraced a 4-day work week, prompting more organizations to consider it seriously in 2025.

However, it is essential to note that this employee experience strategy doesn't necessarily need to extend throughout the organization, and businesses operating around the clock can adjust accordingly.

3. AI integration in the workplace

The early concerns about AI replacing jobs have shifted, with employees now eager to incorporate artificial intelligence (AI) into their daily tasks. Instead of being viewed as a threat, AI is increasingly seen as a tool that enhances efficiency and job satisfaction.

AI-powered platforms like ChatGPT are reshaping work environments by streamlining operations and reducing repetitive workloads. Companies that embrace AI-driven solutions position themselves as innovative and adaptable, making them more attractive to both employees and job seekers.

When used strategically, AI complements human creativity rather than replacing it. Automating routine tasks allows employees to focus on high-value responsibilities, leading to improved engagement and productivity. As a result, businesses see a boost in both efficiency and overall job satisfaction.

Recent trends indicate that AI adoption is gaining momentum:

• 60% of corporate leaders plan to enhance HR operations with AI and automation in the next five years.
• 76% of HR professionals believe companies that fail to integrate AI will struggle to compete with those that do.

AI will continue shaping the workplace by:

• Eliminating repetitive tasks, allowing employees to focus on strategic work.
• Encouraging collaboration and innovation through advanced data insights.
• Personalizing career development opportunities based on individual strengths.
• Preventing burnout by analyzing workloads and optimizing schedules.
• Enhancing HR’s ability to track employee well-being, engagement, and productivity.

However, concerns around data privacy and security remain. Protecting sensitive employee and candidate information is crucial as AI becomes more embedded in workplace systems.

Organizations must implement strong risk mitigation strategies to ensure compliance with global regulations, such as the EU’s GDPR, and prevent potential data breaches.

4. Higher investment in employee onboarding

A basic yet often neglected employee experience strategy is investing more time and resources in employee onboarding. The rationale behind this trend is simple. When new employees join a workplace, they want to feel welcomed, and the sooner they develop a sense of belonging in the company, the better.

Molte aziende tecnologiche vanno oltre il processo di onboarding dei dipendenti per facilitare questo aspetto. I team responsabili della gestione dell'esperienza dei dipendenti stanno iniziando a capire che l'onboarding è qualcosa di più della semplice compilazione di moduli.

Le aziende di tutto il mondo hanno adottato diverse tattiche per accogliere i nuovi dipendenti, tra cui riunioni formali di presentazione in sala riunioni e divertenti feste in ufficio con rinfreschi. Tuttavia, è comprensibile che nell'odierno contesto lavorativo a distanza, post-pandemia, creare un'esperienza così personalizzata sia una sfida.

There are multiple ways to facilitate employee experience. From mailing company merchandise to providing new employees with laptops and essential accessories, companies are investing a lot more in onboarding, the Verisys Corporation being a great example.

A leading healthcare data provider in Kentucky, their primary challenge during the pandemic was instructing employees to set up their computers and workstations.

Hence, they began delivering all the necessary equipment to an employee’s house and company merchandise and balloons for a more human touch.

Besides improving interpersonal experiences in remote settings, companies rely on various employee experience platforms to streamline onboarding.

It includes effectively bringing their new employees up to speed with multiple company processes and work-related tasks more efficiently.

5. Personalized employee experience

Personalization has transformed how people interact with technology—Netflix recommends movies based on viewing habits, Spotify curates individualized playlists, and grocery apps generate shopping lists based on past purchases.

Now, businesses are applying this same level of customization to enhance the employee experience, making workplace interactions more relevant and engaging.

A key area where personalization is gaining traction is internal communication. Instead of sending generic announcements, companies leverage technology to tailor messages based on an employee’s role, department, location, or tenure. This targeted approach fosters trust between employees and leadership, ensuring consistent and meaningful communication.

Employees only receive messages that matter to them by eliminating irrelevant updates and information overload. This shift enhances engagement, keeps teams aligned with company goals, and makes workplace interactions more dynamic.

Personalization will play a central role in shaping a more connected and motivated workforce as companies refine EX strategies.

6. Custom cloud solutions for stability and growth

During the pandemic, many companies found that IT support can be a nightmare while managing a remote workforce, even for organizations with strong and dedicated IT teams.

Thus, it’s evident that for businesses that don’t have such a robust IT department, the situation became even direr during the pandemic, prompting many to switch to cloud-based or Software-as-a-service (SaaS) solutions and adopt ITSM software to streamline operations and ensure efficient support for their remote teams.

This will eventually become a significant employee experience trend in 2025, with more businesses switching to customized cloud-based solutions to manage IT logistics and improve internal employee communication. Its popularity is generally hassle-free in terms of setup and supervision, offering dynamic user management and robust backup and recovery services.

Businesses have also been adopting cloud-based platforms for their physical security, such as smart door access control solutions, that allow their building security to be managed remotely and integrated with their everyday tools through open APIs.

This trend has also received a phenomenal response from employees as they don’t want to face technical problems related to IT infrastructure when working in a remote setting.

Hence, in 2025 and the coming years, more companies will embrace cloud, SaaS, Desktop-as-a-Service (DaaS) solutions to improve their employees’ work experience and boost company growth.

Here’s a stunning example of how cloud computing is an excellent employee experience platform:

Until 2014, Coca-Cola, the beverage giant, faced overwhelming traffic in their servers during the Super Bowl, to the point where it became unmanageable.

In 2014, they switched to cloud computing services with AWS and almost instantly realized a 40% savings in operational costs.

Moreover, it also gave the company more leeway to introduce automation to boost their functional capacity and improve their employees’ experience.

7. The rise of flexible benefits

With a hybrid culture here to stay, companies are looking to offer equal perks and benefits to all their employees, irrespective of where they work. Free lunches, designated parking, and a foosball table are no longer as appealing or accessible to remote employees.

L'imprevedibilità e il caos della pandemia richiedono un approccio più completo alla gestione dell'esperienza dei dipendenti.

To shift towards more flexible benefits, businesses worldwide are already looking into offering perks and benefits to their employees through partnerships with retailers and health fitness providers. More and more companies are ditching the rigid healthcare benefits and incorporating mental health ailments in their health coverage.

Furthermore, irrespective of geography, companies are looking to pay their employees reasonable wages as long as the nature of work is the same. For example, employees logging in from New York and working from India might get similar compensation. The location is no longer a barrier to productivity and output.

Thus, to appease the employee's demands for more flexibility concerning benefits, more companies are set to follow suit in 2025.

For inspiration, many organizations can take a leaf out of Automattic's book, which is a leading global tech leader who developed WordPress, JetPack, and more.

Honoring the dedication of their remote employees, Automatic offers employee experience perks such as unlimited paid time off work, a stipend for home office setup, sabbatical programs, paid maternal and paternal leave programs and even stipends for learning.

8. Focus on employee well-being

While the early stages of the pandemic were a tense time for employers, it soon became evident that productivity did not suffer much during the transition to remote work. Many companies saved up a lot regarding resources, which were a part of their expenditure in a conventional office setup.

Moreover, working professionals found themselves working around the clock. All these factors led to the much-expected fallout in record employee burnout, a steep rise in mental health issues, and eventually the Great Resignation, as many young professionals have prioritized their mental peace overcompensation. This is why organizations need to keep employee well-being at the forefront.

Following this employee experience strategy, a lot of companies are paying particular attention to employee well-being by implementing the following methods:

• No email after 6 pm, as even work-related communication postsat  that time can cause undue stress.
• No working on weekends, as putting in time on weekends is a surefire way to increase stress and reduce productivity.
• Sessioni di terapia gratuite per i dipendenti che devono affrontare il burnout, che negli ultimi due anni si è verificato spesso a causa di crisi lavorative e di salute.
• Sessioni individuali di life coach per aiutare i dipendenti a sbloccare la loro produttività e a raggiungere i loro obiettivi di carriera, per una sana dose di motivazione è altrettanto importante.
• Virtual mentorship programs where remote employees work with virtual mentors in the company to foster a connected human experience within the organization.
• Congedo di paternità retribuito per i neo-padri, affinché possano prendersi cura dei loro neonati.
• Offrire giornate di pausa per la salute mentale.
• 1-2 giorni di riposo per le lavoratrici durante le mestruazioni.

All companies can implement these employees experience strategies to retain their workforce better.

9. Single sign-in & ID management for improved security & access

Una gestione efficace dell'esperienza dei dipendenti comporta l'offerta di vantaggi, l'attenzione al loro benessere e l'aiuto a semplificare il loro lavoro, migliorando di conseguenza l'efficienza del tempo.

Per semplificare la vita dei dipendenti, molti datori di lavoro stanno passando a un processo di accesso unico che consente di accedere a tutti gli strumenti necessari. In questo modo, i dipendenti non devono gestire più credenziali di accesso per sistemi diversi e possono svolgere il loro lavoro in modo più efficiente.

The perks of a streamlined ID management plan also extend to the IT department, as they can easily observe and manage users logging into various operational systems. Moreover, with fewer monitoring credentials, they can also easily identify potential security breaches.

Single sign-on allows employers to provide or revoke access for employees easily, which comes in handy when an existing worker is quitting, or a new employee is joining the workforce.

A great example of one such employee experience platform is the OneLogin portal. As is evident from the name, OneLogin aims to enable users within an organization to gain access to multiple tools and systems by using a single login credential. Moreover, since it is also a cloud-based computing company, the expenses of running on-site servers can be eliminated.

Another noteworthy employee experience platform is Okta, which allows different organization members to connect remotely and for the IT department to manage these interactions from a single, centralized point. Hence, one can expect to see more of this trend in the coming years.

10. Rising need to go hybrid

While the pandemic gave rise to remote work, it also eroded the communal experience of working in an office with colleagues. With many companies opening their physical doors again, there's an apparent rift between those who want to get back to the office (as it offers a free flow of ideas) and those who wish to continue remote work as they are more productive in a solitary setting.

Companies are beginning to advocate for a hybrid work culture to mitigate these opposite opinions, a mixture of on-site and remote work. There are, of course, pros and cons to both styles of operation.

While working on-site will boost team bonding and uplift the company culture, it will also force some professionals to take long and arduous commutes, which many aren't inclined to do. Conversely, working remotely might cause burnout and mental fatigue, despite all the flexible perks and care packages.

Thus, the best course of action for optimal employee experience management is to give each professional a choice to make that decision instead of enforcing one plan.

Per le organizzazioni scettiche nei confronti del sistema ibrido, è possibile testarlo facilmente sul campo per alcuni mesi prima di inserirlo nella politica aziendale. Per questo motivo, le aziende devono adottare il sistema ibrido, mentre quelle che non lo fanno e costringono inutilmente il personale a lavorare in sede creeranno scontento tra i dipendenti e di conseguenza aumenteranno il tasso di abbandono.

11. AI in HR

Artificial intelligence (AI) is no longer the next big thing. It is already influencing major work trends around the world. Unsurprisingly, artificial intelligence is also booming in Human Resource Management as more and more companies realize the benefits AI offers to hiring, employee engagement, onboarding, training, performance appraisal, etc.

The technology is highly efficient in operation, performing its tasks with great accuracy and speed and constantly learning. Hence, the system becomes more streamlined and effective with each iteration. Thus, AI technology is a blessing for large organizations with massive hiring processes.

Moreover, the benefits are not limited only to the employers. For employees, AI offers transparency in HR processes and improves the ease of learning new skills while ensuring effective communication between employees and management. Thus, it can aid in the overall holistic growth of the organization.

Here’s an excellent example of how AI can revolutionize the hiring process:

Despite best efforts, bias is unavoidable when people are involved. Bias might also seep into human resources, making HRs take conscious or unconscious decisions based on gender, age, religion, or race.

However, with machine learning, it is possible to enable more diversity in the organization and eliminate bias while solely focusing on skill and merit, which is enabled by tools such as Hiring Solved.

Thus, with so much promise, it is clear that most companies will opt for this employee experience trend in the coming years.

12. Complete investment in employee engagement journey

While AI technology can handle many analytical problems, the human element is the most crucial factor for the new generation of workers. A vital aspect of this human element is clear communication between the top brass and the regular workers of an organization.

Se in un ufficio tradizionale era molto più facile ottenere questo risultato attraverso le riunioni in sala riunioni e le interazioni in sala pranzo, nell'attuale cultura del lavoro a distanza questa comunicazione bidirezionale è più cruciale che mai.

Thankfully, with the advent of collaboration apps such as Slack, Zoom, Microsoft Teams and more, it is now easier than ever for employees to directly interact with CEOs and other members of the top management. Equally important is providing the workforce a sense of purpose and inspiration through timely and frequent appreciation and rewards.

Company-wide pulse surveys and one-on-one interaction between managers and employees help you gauge the quality of employee experience within the organization. When managers and company leaders are personally invested in the well-being of their employees, it brings a much-needed sense of camaraderie to all teams.

Un altro aspetto di questo investimento nel coinvolgimento dei dipendenti consiste nel fornire loro opportunità di crescita e di sviluppo all'interno dell'organizzazione. La maggior parte delle aziende può ridurre in modo significativo i tassi di abbandono investendo tempo ed energia nella creazione di un percorso di carriera ottimale per un dipendente.

This includes steady financial progression as well as improvement in roles and responsibilities. If vertical growth is not possible, organizations should move them laterally to learn new skills, continue to grow, and feel motivated to contribute.

The idea is to keep the employees happy and satisfied from the moment they join till retirement, a career path that is becoming increasingly rare.

Stay ahead of employee experience trends with Empuls

As employee experience trends evolve, businesses must adapt to keep employees engaged, motivated, and connected. A workplace that prioritizes recognition, rewards, feedback, and well-being sees higher retention and satisfaction.

With Empuls, organizations can create a people-first culture by integrating continuous recognition, real-time feedback, and meaningful incentives. From personalized rewards to employee sentiment analysis, Empuls helps businesses stay ahead of changing workforce expectations and foster a thriving workplace.

The future of employee experience

The future of employee experience revolves around engagement, well-being, and flexibility. With remote work now familiar, businesses are adopting digital-first solutions, AI-driven HR tools, and real-time feedback systems to enhance workflows and give employees a voice.

Companies prioritize mental health, work-life balance, and inclusive cultures to retain top talent. Investing in learning opportunities and transparent leadership will foster a sense of belonging.

Data-driven strategies will help track engagement and productivity, allowing businesses to adapt quickly. Organizations that embrace innovation and prioritize people will drive long-term success.