2025 is set to be quite the year for business owners and leaders. There will be a lot of problems to solve and one that we ask companies to prioritize is the lack of empathy. Many organizations have lost touch of what keeps them in business, their employees. Shifting focus from profits back to people should be a top priority for you in 2025. We asked 11 thought leaders what was the #1 problem that their organization planned to tackle in 2025. This is what they told us.

Foster Cross-Functional Collaboration

In 2025, one of our top priorities will be tackling the challenge of fostering deep, cross-functional collaboration within a hybrid-work environment. As a tech-focused company, we’ve seen how hybrid and remote work can sometimes lead to silos, where departments work in parallel but miss out on the synergy that in-person collaboration can bring. While flexible work is invaluable to our team, maintaining a unified vision and ensuring smooth communication between development, design, and support teams has become more complex.

Our goal is to bridge this gap by implementing stronger, more intentional collaboration frameworks and leveraging tools that facilitate seamless knowledge-sharing. For instance, we plan to create cross-functional project teams that encourage diverse perspectives, promote shared responsibility, and develop solutions that align with the big picture. By making collaboration a deliberate, structured part of our processes, we aim to maintain our culture of innovation while empowering each team member to feel more connected and involved in the company’s mission, regardless of where they’re working from.

Shehar Yar, CEO, Software House

Enhance Diversity and Inclusivity

In 2025, we’re focusing on enhancing diversity and inclusivity within our team as our primary people challenge. Our experience shows that diverse teams drive innovation and reflection, which are critical in the digital-solutions space. For instance, our collaboration with The Unmooring magazine emphasized amplifying underrepresented voices, inspiring us to refine our internal culture.

To tackle this, we’re implementing targeted recruitment strategies and providing mentorship programs to nurture diverse talent. Our recent project with Goodnight Law showed how diverse perspectives helped us refresh designs and significantly boost client conversions by integrating creative solutions.

Additionally, we’re leveraging AI to reduce biases in hiring and evaluate team dynamics. By analyzing project data from various clients, we’ve seen that balanced teams deliver more effective solutions, as was evident when we automated processes, saving time and resources while enhancing client satisfaction for brands we worked with.

Justin McKelvey, Founder, SuperDupr

Overcome EHR System Resistance

In 2025, the primary people-problem we will focus on is overcoming resistance to Electronic Health Record (EHR) system implementation. Resistance is a common obstacle among healthcare staff used to traditional paper records. Effective change management is crucial, as I’ve observed that 6.4% of staff reactions stem from this resistance.

To tackle this, engaging staff early in the EHR adoption process proves vital. In past projects, involving key stakeholders from the start helped create a sense of ownership and reduced anxiety. Aligning incentives with the adoption process and strong leadership can mitigate resistance, fostering a culture of acceptance.

A poignant example: healthcare practices adopting well-organized EHR interfaces saw improved usability. Addressing staff concerns and providing ongoing support are essential strategies, ensuring smoother transitions and successful healthcare technology integration. My experience has shown that integrating these elements pays off in the long-term acceptance and efficiency of healthcare IT systems.

David Pumphrey, CEO, Riveraxe LLC

 

Improve Remote Work Integration

In 2025, the primary people-problem I plan to tackle is improving the integration and agility of remote work environments. As more businesses adopt hybrid models, the challenge is maintaining cohesion and productivity across distributed teams. By leveraging tools like Zoho Workplace, which we’ve integrated into our operations, teams can centralize communication and streamline workflows, boosting efficiency by 30%.

We’ve seen significant success with clients by optimizing virtual HR systems, like Zoho People. This platform nurtures employee engagement and simplifies HR tasks. For example, one client was able to reduce their onboarding time by 40%, enhancing the work experience for remote new hires. Such solutions are vital as traditional office barriers dissolve, and I believe creating adaptable virtual environments is crucial for talent retention and innovation.

Our ongoing innovations in this space ensure that we continue to deliver specialized solutions that answer the evolving needs of remote workforces. By continually integrating feedback and iterating on these processes, we aim to position businesses for future success in a dynamic work landscape.

Dylan Cleppe, Co-Founder & CEO, OneStop Northwest LLC

Enhance Inter-Departmental Communication

In 2025, our main people problem is going to be helping teams talk with each other. The communication barrier between departments is causing slow-moving workflows, and we need to fix that. In the evolution of our company, we realized that in fast-moving scenarios, where marketing, development, and design meet, project bottlenecks usually occur due to lack of communication or delayed information between teams. It can drag timelines on projects and create inconsistent outputs.

To solve that, we are creating established means of communication and also inter-departmental check-ins. We’re implementing project-management tools to provide visibility into progress in real-time, and cross-functional teams are assembling to work together on larger projects, so anyone who needs to know, knows when they need to know. Emphasizing transparency and achieving alignment between all teams with respect to project objectives should lead to increased effectiveness, fewer miscues, and a more integrated product for our customers.

Darryl Stevens, CEO, Digitech Web Design

 

Optimize Employee Recognition Systems

In 2025, the primary people problem I plan to tackle is optimizing our employee recognition systems to improve retention and engagement. We’ve already seen a significant 50% increase in repeat business by implementing comprehensive employee-recognition programs. Encouragingly, recognized employees are not only more satisfied but also 30% less likely to leave.

We focus on fostering a culture of excellence by regularly acknowledging contributions, which has been pivotal in maintaining strong relationships in both educational and sports sectors. For instance, our use of interactive touchscreens in schools created a 40% boost in engagement by visibly celebrating individual and group achievements.

To drive this initiative forward, I’ll leverage our company’s established community-focused digital platforms, enhancing them with user-generated content and testimonials to deepen the sense of belonging. By continuously innovating in employee and community recognition, we aim to further solidify a supportive and motivating work environment, crucial for our ongoing growth and success.

Chase Mckee, Founder & CEO, Rocket Alumni Solutions

 

Address Remote Work Isolation

Our biggest focus at our organization in 2025 is addressing the issue of isolation, which comes along with working remotely. While working from home has its perks, it can also leave people feeling a bit out of touch with their team and the company as a whole.

We’re devoted to building a more connected and supportive environment because we believe that when people feel truly part of a team, they’re more motivated and aligned with our shared goals. By improving collaboration tools, we want everyone to feel engaged, supported, and excited to be part of what we’re building together.

Dinesh Agarwal, Founder, CEO, RecurPost

Keep Up With Tech Advancements

In 2025, our top people challenge will be helping our team keep up with the fast-evolving tech landscape. As a custom software development company, new tools and technologies are constantly emerging. This can sometimes overwhelm even our best developers.

To tackle this, we plan to invest heavily in continuous learning, offering more training and mentorship. We’ll also focus on career paths that balance technical skills with leadership development, keeping our team engaged and motivated. By doing this, we hope to retain our talent and stay competitive.

For us, ensuring that our people are future-ready isn’t just about growth; it’s about survival in a rapidly-changing industry.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

Organize Remote Workplace Cohesively

Our number-one people problem coming up on the docket is the challenge of cohesively organizing a remote or hybrid workplace. While we’ve made continuous progress on creating a team culture that is transmitted even remotely, and we’re able to communicate well as a team, there are still aspects of operating a primarily remote workplace that we’re hoping to fix in 2025.

Operating completely remotely is still a relatively new phenomenon, and by now, common problems with this way of working are becoming more visible. I expect many other workforces will tackle how to manage people remotely in 2025.

Dan Brown, CEO & Founder, Textun

Prevent Digital Burnout

Digital burnout stands as our top challenge for 2025. Leading a website development agency has shown me how rapidly-changing technology impacts team well-being and productivity.

Our solution focuses on creating “tech-free zones” during workdays. Think of it like giving your mind a reset button—stepping away from screens for short periods helps maintain creativity and problem-solving abilities. We’re implementing daily 30-minute breaks where team members engage in non-digital activities.

This initiative stems from seeing talented developers struggling to maintain work-life boundaries in our always-connected industry. Remote work has blurred these lines even further. By proactively addressing burnout, we’re investing in both our people and our project quality.

The goal isn’t just preventing burnout—it’s building a sustainable work culture where innovation thrives without sacrificing well-being. Happy teams create better websites, and that’s good for everyone.

Harmanjit Singh, Founder & CEO, Origin Web Studios

Boost Employee Engagement and Retention

Based on the search results and current trends, the number-one people problem that we plan to tackle in 2025 is likely to be employee engagement and retention. This issue has become increasingly critical as workplaces evolve and employee expectations shift.

The global cost of low employee engagement is staggering, estimated at $8.9 trillion USD annually. Beyond financial implications, disengaged employees experience higher stress levels and reduced productivity. Engaged employees are the lifeblood of any successful organization. In 2025, we’re prioritizing creating an environment where our team feels valued, connected, and motivated to excel.

Several factors contribute to this challenge. The rise of remote and hybrid work models has made maintaining company culture and fostering engagement more complex. Additionally, the rapid pace of technological change, particularly the integration of AI and automation, is reshaping job roles and required skills.

To address this, organizations are focusing on leadership development, as managers play a crucial role in driving engagement. Strong leaders who can effectively communicate, provide meaningful recognition, and support employee growth are essential in today’s dynamic work environment.

Companies are also investing in HR technology to better understand and respond to employee needs. However, it’s important to strike a balance, as 59% of employees report that digital tools contribute to workplace stress. The key is implementing technology that enhances rather than hinders the employee experience.

In 2025, we’re committed to leveraging technology to streamline processes and gather insights, while still prioritizing human connections and personalized support for our team members.

Lee Booker, CEO, GTA Masonry

 

Here are some small business resources for 2025. Need even more help fixing your people problems? Let’s chat!