Personal Development
Sameer.Nagarajan
22 Jan
Looking ahead at workplace trends, we find ourselves in a world of work that is increasingly VUCA (volatile, uncertain, complex, and ambiguous) and BANI (brittle, anxious, non-linear, and incomprehensible). With multiple generations working together, AI reshaping industries, and the very definition of work shifting, making sense of megatrends and their implications is challenging yet fascinating. Here’s what we can expect:
The macro trends will continue to reflect significant uncertainty and anxiety. The true toll of conflicts in Europe and the Middle East will become more apparent, both in terms of the tragic human cost (current estimates are already alarming) and the economic and financial impacts. While these may appear as mere numbers, the psychological costs will likely be staggering and impact generations to come. The last major European conflict—the breakup of Yugoslavia—still resonates a generation later through its bloody consequences. This will lead to sharper divisions, increased polarization, and hardened positions, reflecting our current age of outrage. These divisions will escalate into security, financial, and business uncertainty. As companies and leadership are increasingly expected to navigate crisis impacts in the workplace, the pressures will persist. This poses special challenges for India as it balances economic growth, productivity, and employment challenges while seeking to establish itself as a significant international player.
A new crisis is emerging here. At a macro level, we’re still grappling with the invasive implications of widespread AI usage, often implemented without informed consent. This is particularly evident in the continuous AI monitoring of online activity. However, AI applications extend beyond machine learning, and in some cases, the technology has advanced significantly in laboratories and is beginning to enter the real world. The AI genie, now out of the bottle, will likely start replacing lower-skilled jobs across various industries, potentially worsening global unemployment. Even those currently employed won’t be immune; the need to acquire new skills and capabilities will become even more critical in 2025. Don’t assume job security based on current employment and positive performance reviews—change will come faster than anticipated.
While developed economies typically transition toward service-based models (as seen in Western Europe), Asian economies have followed a different path. Manufacturing will remain the primary growth engine in India for years to come. This trend carries implications for job creation, education, and employment generation, which tends to be slower but steadier in manufacturing. Significantly, this path brings substantial environmental costs. We already see disturbing trends in air quality, water quality, and human-wildlife conflict. These issues will likely worsen before improving, as current policy and infrastructure planning fail to address these realities and constraints adequately.
Despite contrary social media narratives, the push toward remote work and work-from-home arrangements will intensify. This trend has demonstrated clear value at both individual and organizational levels. While senior leaders in manufacturing and service industries often argue against remote work, their objections, though carrying authority, don’t align with India’s realities. At the individual level, savings in commute time and personal energy translate to greater productivity. Organizations benefit from reduced real estate and infrastructure costs. Societally, evidence shows that transformational change, including evolving family roles and expectations, occurs more readily when individuals have greater control over their time—all enabled by remote work.
The pushback largely stems from a controversial but necessary observation: HR and leadership have failed to develop measurement methodologies that keep pace with this massive real-world shift. Time attendance systems poorly substitute for productivity or output measures. We get sidetracked into debates about whether people are “working” rather than focusing on results—partly because we’re sometimes unclear about desired outcomes. Organizations that get their house in order and embrace these new trends will thrive, not merely survive, in 2025.
Historically marginalized groups capable of productive economic contributions—including LGBTQIA+ individuals, returning mothers, senior citizens, and physically challenged individuals—are gaining visibility through social media and global communication. Gender diversity serves as a “gateway” marker; when gender equity approaches parity, other diverse groups typically find greater acceptance. India follows this pattern, with corporate sector activists catalyzing transformation for various groups. We’re reaching a tipping point, with work already underway to create common platforms connecting diverse groups with potential employers. This avenue is poised for significant growth in 2025.
Read more: 2024 in review: Key career trends and what to expect in 2025