A Randstad Workmonitor survey indicates US employees prioritize employability over remote work amid market uncertainty. As more companies implement return-to-office policies, 63% of employees expect more flexible work hours, and 62% seek additional leave and higher salaries, the survey found.

The graduating class of 2025 is looking for employers that offer flexible work schedules, student loan assistance, health and wellness benefits and a supportive culture, according to experts. "Young job seekers want recognition, growth and a sense that their contributions matter," said Mei-Joy Foster, vice president of talent management at Blackhawk Network. A group of company executives offered insights on benefits they are providing.

The Society for Human Resource Management's recent Civility Index shows a concerning rise in workplace incivility, scoring 48.8 out of 100, writes Martha Percival Brown, former CEO of Tipperary Sales. Brown emphasizes the importance of proactive leadership in creating a positive culture, highlighting the need for CEOs to fully commit to core values and consistent training to prevent cultural failure.

Human resources leaders are key in driving organizational transformation since they sit at the intersection of business strategy, workforce planning and talent development, says Laura Manson-Smith, global leader of organization strategy consulting at Korn Ferry. Manson-Smith urges HR leaders to adopt a mindset of experimentation and continuous learning to keep up with rapidly evolving AI technologies, which are crucial for enhancing analytics capabilities.

Companies are expanding the use of apprenticeships to address talent shortages and shifting workplace dynamics, according to a report from the Institute for Workplace Skills Innovation America. Companies such as Amazon, BMW, Deloitte and Google are using apprenticeships to develop specialized skills and leadership potential in diverse sectors, including IT, engineering and accounting.

A/B testing, a methodology that tests two versions of something to see which performs better, offers a powerful framework for evaluating employee training. Comparing two versions of a training approach allows teams to isolate variables and measure the impact of training on behavior and business outcomes. Such a structured method could transform learning and development from a cost center to a strategic business asset.

Workplace stress should be integrated into a company's business strategy instead of being treated as a personal issue, write Ashley Whillans, Marion Chomse, Lydia Roos and Reeva Misra, who introduce a Stress Risk Thermometer framework to help employers track business risk driven by stress. By recognizing stress as a systemic risk, organizations can better align their strategic objectives with employee well-being, potentially improving productivity and mitigating risk, according to the authors.

Employers should adopt a blended workforce model to manage labor costs without resorting to layoffs, says Amy O'Donnell, chief talent officer for MBO Partners. Combining full-time employees with independent contractors allows companies to scale talent based on needs, improving agility and resilience, says O'Donnell. "At the end of the day, independent workers aren't just a temporary fix; they're a strategic advantage," O'Donnell adds.