My years as an HR leader have taught me many lessons, but the past few years have been especially transformative. Navigating the challenges of the pandemic called for creativity – rethinking how we connect with employees, foster engagement, and support individuals through change. This period was an opportunity to innovate and grow and since then, the pace of change has only quickened. From hybrid work to the introduction of AI, the workplace is more dynamic than ever, and offers exciting possibilities to reimagine how we work moving forwards.

In this evolving landscape, I believe tenacity and agility will be the keys to our success. By embracing change and unlocking new potential, companies and individuals can shape stronger, more innovative workplaces. Here are five trends shaping 2025, guiding us towards a future of work where we can all thrive:

#1: Intensified efforts to upskill

Tenacious workers are those who actively seek out opportunities for growth. In 2025, organisations will prioritise upskilling and reskilling as essential strategies to ensure employees stay relevant, agile, and confident in the face of continuous change – transforming these initiatives from a "nice-to-have" to an absolute necessity. Our data shows that over 60% of global executives are actively developing new skills within their organisations to adapt, with APAC leading the charge as 8 in 10 executives report similar efforts.

A key part of this shift is the growing emphasis on developing interpersonal skills. It’s worth noting that soft skills are becoming increasingly prominent amongst leaders’ profiles today. For example, 9.6% of skills listed by hired C-Suites and executives in 2023 were soft skills, an increase of 31% compared to 2018 (7.3%). AI tools, such as LinkedIn Learning’s AI-powered coaching feature, will support professionals in building and shaping these skills through interactive scenarios and personalised learning.

At the same time, I believe companies will move purposefully towards skills-based hiring rather than traditional job titles to find the best talent. The future of recruitment will prioritise agility, matching capabilities with evolving roles, while also considering cultural fit, such as remote work preferences. Tools like LinkedIn’s AI-powered Hiring Assistant will help with skills-based hiring by providing candidate recommendations based on skills, as opposed to traditional proxies like where someone went to school or previous employers.

#2: Even greater emphasis on employee wellbeing

By 2025, the demands on workers are set to accelerate further, with nearly two-thirds (64%) of professionals already feeling overwhelmed by the current pace of change. Recognising this, more companies will prioritise employee wellbeing as a strategic imperative, fostering a resilient workforce equipped to navigate continuous transformation.

This involves equipping employees to navigate the complexities of technological transformation while fostering a clear understanding that AI is designed to enhance their roles, not replace them. It’s also about cultivating a culture of trust, where leaders actively listen to their employees and address their concerns.

Organisations will need to rethink talent strategies, shifting from a focus solely on skills to a more holistic approach that includes mental health, work-life balance, and continuous learning. Ultimately, companies that invest in their people – not just in technology – will be the ones that thrive.

#3: Growth of the multi-generational workforce

An age-diverse workforce will increasingly become a central feature of the global talent landscape, particularly across APAC. Longer life expectancies and demographic shifts are contributing to a significant rise in mature workers, and this trend is set to continue.

In response, governments are recognising the need to invest in experienced professionals. For example, Singapore recently announced upgraded skilling packages for more mature employees, helping them stay competitive in an increasingly digital and automated job market. In Japan, the government also expanded subsidy programmes and established initiatives to help seasoned talent acquire new skills.

The organisations that truly get it – those that see the value of collaboration across generations – are the ones setting themselves up for success. Experienced professionals bring something you just can’t teach: decades of work experience, emotional smarts, and a deep understanding of cultural shifts. And it’s not just about what they bring to the table; it’s about what they pass on. Their mentorship and know-how can guide and inspire the budding generation, creating an agile workforce that’s stronger together.

#4: Synergy of human creativity with technology = unparalleled ROI

By 2025, organisations that combine human creativity with advanced technology will see exceptional returns on investment (ROI). While AI and data-driven tools like predictive analytics can provide powerful insights and identify trends, it’s human ingenuity that gives these insights purpose. Technology excels at processing vast amounts of information, but it’s the creativity of people that interprets these patterns, finds new applications, and drives innovation.

The most successful companies will be those that recognise the unique strengths of both human and machine. By leveraging data to inform decision-making, and empowering teams to apply this knowledge in new ways, they will create solutions that not only meet today’s challenges but also unlock opportunities for tomorrow.

#5: Rise of hyper-personalised career paths

Today, it’s more common for leaders to have worked in at least two different industries, functions, or companies – signalling a strong preference for versatile, cross-functional expertise. I believe this has potential to build an agile workforce which understands how to pivot when needed. For example, in 2018, 89.2% of C-Suites and executives in the US worked in only one industry before the C-Suite role compared to 66.0% of them in 2023, a 26% drop. Similarly, the percentage of C-Suites and executives who only worked in one job function dropped from 86.9% in 2018 to 59.4% in 2023.

In line with this, internal mobility is on the rise across several countries, including Singapore, India, Japan, Australia, Indonesia, and the Philippines. For example, in Singapore, internal mobility is up 21% year-on-year. Companies are increasingly filling vacant roles by moving employees internally; a trend that is likely to accelerate as organisations navigate a sluggish economy and evolving talent needs.

To support this shift, LinkedIn is helping employees set career goals, identify skill gaps, and access personalised learning paths with LinkedIn Learning, while recruiters can use LinkedIn Recruiter to easily engage internal candidates. With AI’s predictive capabilities, companies will be able to create highly personalised career development plans tailored to each employee’s skills, strengths, and aspirations.