As we step into 2025, the business landscape continues to change, driven by rapid technological advancements and evolving workforce dynamics. The transition to AI and generative AI is not merely a trend but a fundamental shift that organizations must embrace to remain competitive. According to recent findings, 85% of executives believe AI will help catalyze the business model innovation.
Leading companies like Amazon and Tesla are exemplifying this shift, leveraging technology to redefine operational efficiency and setting benchmarks for others. These companies are not just adapting; they are thriving in a landscape that demands agility and foresight.
Additionally, our workforce continues to be further diversified, with workers from all generations taking key roles across various organizational levels. By 2030, one-third of the global workforce is projected to be comprised of Gen Z employees.
Mercer | Mettl hosted a webinar on ‘Creating a people-led roadmap for business success in 2025,’ where Dhanur Oberoi, Head of International Sales at Mercer | Mettl, was in conversation with industry leaders Cheryll Ruth L. Agsaoay (Senior Vice President-HR Head, SM Supermalls) and Vince Braga (Executive Strategic Rewards Adviser, PT. Indosat Tbk). The engaging discussion delved deep into major changes happening in 2025, the future of work, the importance of adaptability, and the strategies organizations can employ to prepare for 2025.
Organizations are actively preparing for the changes that 2025 will bring. The emphasis on skill development, engagement of people, and talent transformation is paramount. Most importantly, there is a growing demand for a workforce that is not only skilled but also emotionally mature. Organizations must find the right talent to drive business growth. In the webinar, Cheryll highlighted the importance of trust in the workplace, particularly in the wake of the pandemic.
The workforce of 2025 will be more diverse than ever, with a significant presence of Gen Z and Gen Alpha employees. Cheryll emphasized the crucial role a multigenerational workforce is going to play in coming years, stating “A special focus is on engaging the younger generation, helping them see their purpose, not just their jobs.” This sentiment is echoed by a report released by the World Economic Forum, AARP and the OECD, which stated that investing in multigenerational workforces was projected to raise GDP per capita by 19% over the next three decades.
Undoubtedly, this demographic shift presents both challenges and opportunities for organizations focusing on the need for soft skills, such as empathy and creativity, to foster a positive work environment and manage a diverse workforce.
Cheryll further noted that fostering collaboration among employees from different generations is essential. “What strategies can organizations implement to encourage collaboration among employees from different generations?” This question underscores the need for organizations to create an inclusive environment that values the contributions of all employees, regardless of their generational background.
Vince added to this discussion by addressing the fluidity of roles within organizations that comes with a diverse workforce.
The blending of people and technology is not just a trend; it is a necessity for organizations aiming to thrive in the future. Companies must focus on developing a culture that prioritizes transparency and authenticity and has the right blend of people and technology.
As organizations navigate this transition, the role of data is paramount. Vince highlighted the importance of a data mindset, stating, “We need to have a data mindset to complement the frameworks we use.” There is a dire need to understand how data patterns move and how they can be linked to business needs. This mindset will empower organizations to leverage technology effectively, improving workflows and unlocking productivity in 2025.
Organizations must embrace the changes that lie ahead in 2025. The transition to AI and generative AI is more than a technological shift; it is a cultural transformation that requires a commitment to continuous learning and adaptation. Cultivating a diverse workforce that is engaged and productive is going to lay the foundation for building a strong work culture in 2025.
However, the question remains: how prepared do organizations feel for the workforce changes expected by 2025? The answer lies in their ability to adapt, innovate, and embrace opportunities that a diverse, technology-driven workforce presents.
To gain deeper insights from industry leaders Cheryll Ruth L. Agsaoay and Vince Braga, and to explore strategies for preparing your organization for 2025, we invite you to watch the full webinar recording here.
Originally published February 14 2025, Updated June 4 2025
Vinita Rakheja is a seasoned professional with over 5 years of experience in the B2B industry, specializing in product marketing. She has been associated with Mercer | Mettl since 2024 and leveraging her expertise to drive successful marketing strategies and initiatives. Her deep understanding of the B2B landscape, coupled with her strong analytical skills and creative mindset, enables her to effectively position and promote products.
Learning and development initiatives, also known as organizational development initiatives, are activities designed to develop employees in their present roles as well as for future roles. It consists of identifying training needs, conducting training initiatives and measuring the ROI.
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