By 2026, the workplace will undergo significant changes, with hybrid work becoming standard and routine jobs being automated using AI, leading to increased worker awareness of their requirements.
In this new environment, what do workers truly want from their managers?
Spoiler alert: There are more than just free food and stylish benefits. Let’s get down to business.
1. Empathy That Exceeds Phrases
Nowadays empathy is a necessity rather than a “soft” skill. Workers want to be understood, heard and seen.
Employees want bosses that show genuine concern rather than rote reactions whether they are dealing with mental health issues, personal life changes, or simply needing a break.
Asking “How can I support you today?” with genuine intent is a great management suggestion. Pay more attention than you talk. The impact that something has on trust will astound you.
2. Effective Communication in a Noisy Environment
Communication fatigue is real because of Slack pings, Zoom calls, and AI-generated updates. However, greater communication, not more communication, is what workers want.
Make it clear, show kindness, and maintain consistency. Additionally, avoid hiding behind business lingo when in doubt. Talk like a person.
What they desire: Clear-cut expectations, helpful, and sincere criticism, and openness when times are difficult.
3. More than Pay Cheques, Purpose
People want their employment to have a purpose in 2025. Yes, pay is still important (hey the cost of living is going up), but purpose is far more important.
Workers want to know if their work is important. Am I having an effect? More significantly, is my management aware of my contribution?
Make the connections as a manager. Demonstrate how each person’s contribution advances the overall goal. Celebrate your victories, no matter how tiny.
4. Personal Growth
Forget about development plans that are one size fits all. Employees today seek development that is consistent with their interests, aspirations, and strengths.
Furthermore, we are discussing more than just promotions. Consider skill-building initiatives, mentorship, lateral shifts, or even room to try (and fail at) something different.
Pro tip: Find out from your staff what they consider to be growth. After that assist them in making the trip.
5. Adaptability Without Shame
Being flexible is more than just working from home. It’s about having faith that people will complete their work in a manner that suits them.
Parents may require drop-offs at school. At 10 pm, night owls may be more productive. Workers desire autonomy in planning their days free from criticism or quite condemnation.
Who will be the top managers in 2025? They prioritize results over hours. Trust, not micromanagement, is their top priority.
Last Remark
These days, managers are more than just taskmasters. They are allies, coaches, listeners, and people who foster trust in 2025.
The good news for managers reading this is that perfection is not required. All you must do is be human—inquisitive, kind, and dedicated to their and your development.
Because working with someone who has their back is ultimately what employees truly want.
Also read: 5 HR Activities That Foster a Positive Workplace Culture
