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As the new year approaches, employers have a golden opportunity to set the tone for 2025 by defining goals that inspire, empower, and future-proof their organisations, writes David Campbell.
Crafting resolutions for your workforce is more than a symbolic gesture; it’s a strategic move that can drive performance and create a thriving workplace.
Now is the perfect time to home in on what’s important to your business in 2025. Here are three resolutions every employer should consider for the year ahead.
1. Redefine productivity
“Productivity” is a word we hear a lot in business, but its meaning has become diluted over time. True productivity goes beyond meeting quotas or ticking boxes; it’s about creating an environment where employees can consistently deliver their best work. To achieve this, employers must take a holistic view of productivity by examining how, where and when their teams perform at their peak. It’s also vital to dig deeper into the “whys” that drive or hinder productivity.
Work/life balance plays a pivotal role in supporting a holistic approach to productivity. In 2025, businesses should aim to move beyond token gestures, instead investing in genuine wellbeing initiatives and offering tailored flexibility that respects individual needs. Equally important are the support structures that empower teams, such as access to cutting-edge tools and training opportunities.
Leadership is another critical driver; organisations should focus on cultivating leaders who inspire, trust and empower rather than micromanaging their teams. By embracing flexibility, offering employees autonomy, and revisiting reward systems to align with evolving employee values, businesses can amplify what’s working well and address gaps that hold their teams back.
To put this resolution into action, organisations should strive to create an open, trustworthy environment where employees feel comfortable speaking about their needs and providing feedback. From here, leaders can create productivity initiatives that are both impactful for their bottom line and genuinely supportive for employees.
2. Refresh workplace language
The language we use in the workplace is more than just a means of communication. To build a truly connected, productive and inclusive workplace, we must use words and phrases that reflect these values and priorities. This is why in 2025, employers should move away from tired buzzwords and embrace language that inspires clarity, inclusivity and purpose.
While they mean well, phrases like “work/life balance” have started to feel like checkbox terms to employees. Instead, employers should reframe the conversation by asking specific questions or creating tailored initiatives that tackle the topic of wellbeing. For example, engaging employees in a discussion about their preferred working conditions might lead you to implement a more flexible working policy.
Similarly, shifting away from the term “culture fit” and replacing it with “culture add” can help foster diversity and inclusion in the workplace. Rather than only hiring people who fit into your existing culture, this change of language recognises the value of unique contributions and reflects a workplace that is committed to growing and bettering itself.
By doing away with the buzzwords and meaningless corporate jargon, you can begin to foster more authentic, impactful conversations that align with their values and drive engagement.
3. Stay ahead of compliance changes
There is a wave of regulatory changes set to take effect in January 2025, such as mandatory climate disclosures and the criminalisation of intentional wage underpayment. Changes like these are critical for businesses, so compliance must be a top priority in 2025. It’s not just about avoiding penalties; compliance reflects an organisation’s integrity and commitment to doing right by its employees and stakeholders.
Compliance matters can be overwhelming, confusing or disengaging for employees, so it’s important to communicate information in a way that helps them understand their role. Proactively educating your workforce about emerging regulations can demystify their complex requirements and encourage ownership and accountability amongst your team.
Rather than passing around printed materials or sending an email with the updated information, try holding a workshop on the topic. This can not only help employees better understand new compliance measures but also inspire them to play an active role in achieving organisational goals.
For businesses navigating climate-related regulations, involving employees in sustainability initiatives can create a sense of shared responsibility. From reducing carbon footprints to linking environmental, social, and governance (ESG) goals with employee wellbeing, actively engaging your team can drive positive change while also ensuring you meet compliance standards.
With new compliance regulations just weeks away, organisations that prepare early and approach these requirements with transparency can look forward to meeting regulatory demands and transforming challenges into opportunities for growth.
By setting clear, actionable resolutions for the new year, business owners can create environments where employees and organisations alike can flourish. With only a few weeks left in the year, now is the time to pinpoint your goals and set your business up for a successful 2025.
David Campbell is a partner at Brand Rebellion.
