Only 36% Of Employees Are Excited About Their Work In 2025. Here’s Why.
Is your organization ready to tackle current employee engagement needs?
As 2025 gets underway, we are at a crossroads at work. In a recent survey, only 35.7% of employees were excited about their 2025 work roles and responsibilities.
Employees are struggling with burnout, politics, RTO resistance, and more. The challenge for 2025 isn’t whether employees will stay engaged; it’s whether employers will listen to what’s bothering them.
Let’s dive into the trends shaping the future of work and what they mean for engagement, retention, and trust.
1. Employees Are Feeling Burned Out, Overworked, Exhausted, And Jaded
Employee burnout is not just a problem, it's a crisis that needs immediate attention.
Companies have made several adjustments over the past few years, and layoffs and workforce reductions have often been in the news. Post-pandemic, 2023 and 2024 were huge years for layoffs.
Employees are feeling the crunch of overwork, burnout, and a lack of work-life balance. In our November survey, 34.6% of employees felt they didn’t have a great work-life balance. When we asked employees about their barriers to excitement at work, burnout and overwork were common answers:
“We are doing more with less these days, and my task list has grown and grown.”
“I’m overworked and exhausted. Expectations keep increasing, but the compensation does not. We have more administration and upper-level individuals, but the work that used to be done at that level is placed on the middle management.”
“I work with a team of people and we all do essentially the same job, but some people get additional work just because they are efficient and don’t ask questions and can figure things out quickly while others get to coast by. Seems unfair.”
“Having to treat more patients in less time and complete all medical billing and documentation within the shortened time period.”
“In education, it's difficult at times to stay excited, especially for newer employees, because of all the extra duties piled upon everyone. There are so many unnecessary "requirements," meetings, and expectations placed upon us that it takes away from the main reason we are there.”
The best strategy is to hire part-time or full-time help to offload some of these responsibilities, but that's easier said than done. Employees, including HR, are asked to do more with less. So, organizations must learn to focus to reduce employee burnout and turnover. This could involve implementing flexible work arrangements, providing mental health support, or redistributing workloads more equitably.
Focus On Priorities
When a layoff occurs, employers often try to take that employee’s responsibilities and divide them among their colleagues. This strategy isn’t practical because their colleagues probably already have a full plate. Instead, employers need to get serious about ruthless prioritization.
Are current employees working on tasks that aren’t important? Did the employee who just got laid off work on a mission-critical task? Figure out what’s required, give it to the right team member, and make sure you take something off their plate to balance their new responsibilities.
2. The Political Atmosphere Is Making Employees Uncertain And Distracted
Employees are humans, and it’s not easy to leave worries at the virtual or physical door when work begins. Employees are worried about politics and how a new administration will impact their lives.
Politics are a major employee engagement factor during the start of any new administration, and it’s more complicated than you might think.
There are obvious issues around the political divide and working with employees on the other side of the aisle, but there are also worries about what new administrations will mean for specific industries. Many workers in industries like education are worried that new administrations will negatively impact their jobs.
“I think the biggest challenge is not to let politics get in the way of good relationships at work. So many people don’t want to be around anyone who voted differently than they did, and that is not healthy behavior.”
“The election will make work harder because I'm sure my industry will be impacted for the negative.”
“Outside political changes have a high probability of changing our business customers plans and there is no current way to understand which direction will actually happen.”
“Whether there will be layoffs and redundancies in the upcoming year due to political and economic upheaval. This is the number one subject of stress and uneasy feeling at my job and most people I know.”
Politics certainly distracts employees from various angles. Changing administrations is never easy. Employers must keep the peace and determine where their industry or business stands within the new economy.
Don’t Let The Rumor Mill Get Out Of Control
Each of your employees has their own political beliefs. You can try to limit discussions and avoid arguments at work, but the bigger worry for many employees is how a new administration will impact their work and the state of the business. Focus on how you can show up for your team during transitions. What can you do to ease the tension and fear that any new policies might bring forward? Employees should hear about any impending changes directly from a trusted source in the organization, not through the workplace rumor mill.
3. Return To Office (RTO) Mandates Are Challenging For Employees To Navigate
Are your employees ready to return to the office full-time? Big organizations like AT&T and Amazon think so, and they are pushing to make it happen this year. But do employees believe so? According to a recent survey, many Amazon employees are already looking for new work. Our latest survey reveals that 26.3% of employees want more flexibility in how they work.
It's important to understand that employees have varying perspectives on RTO mandates. Some prefer to work from home, some are eager to return to the office, and others simply want more clarity on the division of work between in-office and remote employees.
“Companies are starting to require employees to return full-time to the office. It just doesn't make sense except to make up for the leasing agreements they have.”
"I think many of us are nervous about return to work initiatives (possibly) and the future of the U.S. job market."
“If too many colleagues continue to work remotely, it could diminish the productive work experience. I think that "engagement" will remain the same, however. when we all get together (e.g. monthly staff meetings), it's still good.”
"The division of telework vs. in office staff have stifled communication and has transitioned workload balance to only the top performers. To stay excited, companies will need to figure out how to manage this disparity."
Employees have very different expectations about flexibility at work. It's up to company leaders to be clear about where they stand and create an environment that allows employees to flourish (no matter where they work.)
Keep Work Fair And Visible
If you value flexibility and intend to make it an option for your team, you must consider the division of labor and ensure work is visible. If employees on either side of your hybrid schedule feel taken advantage of, this might cause division between these two crucial work groups.
Ensure each group has a chance to succeed and rely on managers/employees to highlight the interesting things both types of employees are doing. Creating a peer recognition program and increasing manager involvement in this program are two great ways to make that happen.
4. Inflation And The Cost Of Living Are Creating A Larger Pay Gap
We surveyed thousands of American workers in 2024, and pay (or the lack of it) continually shows up in surveys about employee engagement, recognition, and turnover. Employees are consistently worried about how far their paychecks will go, rising requirements in the workplace, and how state regulations impact their pay.
Minimum wage increases are going to be largely impactful in 2025. With 20+ states and dozens of cities raising the minimum wage, the gap between this and specialized pay will shrink for many workplaces. Even if you don’t pay workers minimum wage in your state, some employees might feel they are getting less as the minimum wage increases.
“Inflation is giving us a constant pay decline.”
“The requirements will increase, but the pay will stay the same. I’m not too excited at all, and I’m not sure how to make myself excited.”
"Minimum wage is rising in my state and my pay is not. I will make less than a dollar more than minimum wage for advanced, specialized work."
“When you’re not paid enough for the work you do to begin with, and more work is added to your schedule because you’re good at what you do, but there is no pay increase.”
“Give me a significant raise in recognition of how meaningful my work so far has been and as a symbolic investment in how meaningful my ongoing work will be.”
The hard truth is that money matters; a massive 69% of employees say that higher pay or better benefits would have the biggest impact on how they feel about work in 2025. It's also an expensive problem to fix. Many employees likely feel underpaid, while many companies want to cut costs because they are beholden to shareholders, investors, and customers. Companies need employees to run efficiently, so ensuring your workers feel supported and valued at work is essential.
Do Frequent Pay Audits
Are your employees stagnant, or are they moving forward? Making the same amount for too long can make workers antsy and skyrocket your turnover rates. Inflation is a constant worry; employees want to know that their wages will keep up with the real world. On the other hand, you are probably paying some team members a lot of money because they were better at negotiating. If you notice a discrepancy, fix it. Pay audits build trust and help employees feel taken care of.
5. Poor Leadership Or No Leadership, Managers Have To Step Up
Leadership matters. As we’ve discussed, employees say only 59% of leaders are actively engaged, while 1 in 4 employees work under a replaceable manager. These statistics will continue to have an impact on workers in 2025. Ultimately, employees follow the example set by leaders, so it's essential to focus on how your managers and executives show up.
”We are having many senior leaders retire, and the incoming leaders are more corporate minded. Our institution historically has been local based.”
“I'm always excited about work, I'd like to see evidence that management gives a sh*t about the company above their stock options.”
“Managers should engage with employees. Have some kind of interaction as a human being. Have a little bit of conversation at least weekly. Pretend at least you care about me as human.”
One specific way that employees want leaders to show up is through increased communication. Over 30% of the employees we surveyed shared that better communication from leadership would positively impact their feelings about work in 2025. Another 13.5% say that better manager training would positively impact their year.
Revamp Your One-On-One Meetings
How much do you know about your employees? One-on-ones are the perfect time to connect about your employee’s home lives, goals, and challenges. Great managers set a regular cadence for meeting with employees, and they work to protect that time in their calendars. Unsure what to talk about during your one-on-one? Check out our guide with 120 question ideas for your next one-on-one.
6. More Work Isn’t A Reward, Employees Want To See More Meaningful Recognition And Careers
Does work feel meaningful to your employees, or are they just wandering around searching for your organization's mission and vision? Employees want to work for an organization with a purpose, and they want meaningful recognition for their contributions. To succeed in 2025, you must focus on delivering positive and constructive feedback.
“Recognize the people that contribute most with more than just platitudes or pat on the back level recognition.”
“Provide more recognition for the "hidden" work that employees do.”
“Have a more meaningful future vision besides just cost cutting.”
"My hard work would feel more meaningful if it was positively acknowledged by higher ups, rather than giving us more work as a 'reward.'"
“My company claims to have core values, but they have never been stated for the employees. My company claims to be 'employee-owned' yet ownership is reserved for a few individuals who are 'invited'. I am going to be leaving my company in 2025.”
Here are the facts: 28.7% of employees want more recognition for their work, and 5.5% want a more significant focus on their company’s mission. If your organization can focus more on the why behind your work, your team members will be happier.
Invest In An Employee Recognition Program Attached To Core Values
When we asked employees, "What's one thing your company could do to make your work feel more meaningful in 2025?" recognition was organically mentioned over 100 times. If you'd like to show your employees that you value their contributions, try an employee recognition software.
Investing in a platform like this can help level the playing field when it comes to recognition. Employees, managers, and executives will all be able to participate in giving and receiving recognition, which will relieve the burden on managers, who are often saddled with this process.
Manager involvement in your recognition program is critical, but they shouldn't be the only people giving out recognition to your team. Leaders don't catch every positive thing that a worker does. Some recognition providers have even begun investing in community recognition to surface positive thoughts from clients and customers.
7. Opportunities For Growth Are Exciting, But Most Employees Are Feeling Stagnant
Do your employees know what to do to take their careers to the next level in your organization? Even employees who love what they do are interested in the next steps in their careers. Career development is an essential part of the employee experience, and it keeps employees loyal to your organization (vs. job hopping to other organizations.)
“Lack of advancement opportunities. I am paid well and work directly with great people which is why I stay. In order to advance I may need to leave.”
“Have more focused, measurable goals for my growth with subsequent financial incentives.”
“In 2025, I’m excited about the growth opportunities at my company in my area. With focus in innovation. I look forward to taking on new challenges.”
Nearly 1 in 4 employees want more opportunities to grow their careers. To create an organization that attracts and keeps top talent, you must think 1-3 steps ahead when hiring. Making employees comfortable in their current role is key, but how can you support them long-term? If they don’t see the vision, employees may check out or leave your company for greener pastures.
Take A Workplace Interest Inventory
When you are hiring for a new role, where do you look first? Hiring externally can be helpful, but it’s not always the best strategy. What if you already had a top-notch hire who knows the ins and outs of your business?
Hiring an internal candidate can be challenging because you may not know where your employees see themselves in one year, let alone ten. Sit down with each employee and create a career development plan. As you think about new hires, consult those plans to see if you’d like to offer a new opportunity in-house before you release the job listing to the public.
Career development isn’t all about upward mobility. Sometimes, the right lateral career move can set employees up for the careers they ultimately want to have. For example, someone on your marketing team may want to join the sales team, or one of your customer success representatives may be interested in engineering. Taking a workplace interest inventory can help your employees get where they want to go without leaving your organization.
Understanding What Employees Need To Get Excited And Motivated By Their Job
While it might seem like it, money is not the greatest motivator for employees. Instead, money fuels your workers' lives outside of work. Making enough money makes it easy for employees to show up to work as their best selves. Outside of providing the right amount of money, you have to create an environment where employees can thrive. Are employees able to:
- Do meaningful work?
- Learn and grow professionally?
- Be recognized for their accomplishments?
These are the types of things that help employees go beyond survival. If you want to create a genuinely engaging culture in 2025, it's important to cover money and the things that get employees motivated and excited day after day.
Conclusion: What Leaders Need To Address To Create A Truly Engaging Workforce In 2025
As we navigate 2025, it’s clear that addressing employee engagement is no longer optional—it’s essential. Challenges like burnout, political uncertainty, and pay equity are redefining what employees expect from their workplaces.
Leaders who listen and act on these concerns can turn challenges into opportunities. By fostering open communication, prioritizing well-being, and investing in meaningful recognition, organizations can create a thriving workforce ready to tackle the future.
The path forward starts with commitment. Small, focused actions today can lead to lasting engagement and success tomorrow. The question isn’t if change is needed—it’s how quickly you’re ready to begin.
Amanda Cross is the Content Research and Insights Manager at Nectar. In her role, she transforms survey data and insights into impactful content that empowers HR professionals to create more engaged workplace cultures.