Predicting the future of the corporate world is never easy, especially given the rapid pace of technological advancement and economic shifts. Back in Episode 44, the Harmonious Workplaces team—Rich Cruz and Ben Kleinman—gazed into their crystal ball to forecast what the workplace would look like in 2025.
In Episode 90, Rich and Ben returned to those predictions to grade their accuracy. Did they earn a passing grade, or was it a coin flip? Using a mix of anecdotal evidence and data from AI models (ChatGPT and Gemini), here is a breakdown of how the 2025 predictions played out.
The “Nailed It” Category: Where We Were Right
Some trends were impossible to ignore, and the hosts found themselves spot-on regarding several major shifts in organizational culture and technology.
1. The Downside of Forced Return to Office (RTO)
The prediction that forced RTO mandates would backfire was correct. Employees have largely resisted giving up the flexibility of remote work. As Ben noted, while people recognize the benefits of in-person connection, they are “loath to give up the freedom, convenience, and flexibility of working remotely”. The prevailing successful model for 2025 appears to be a hybrid approach—coordinated onsite days (2-3 days a week) rather than a rigid five-day mandate.
2. AI Literacy is No Longer Optional
Rich and Ben agreed that AI literacy has become ubiquitous. If you do not have a plan to become literate in Artificial Intelligence tools, you are already behind. From data centers to daily workflows, AI is everywhere, and ignoring it is no longer a viable career strategy.
3. HR and OD Are Still Fighting for a Seat at the Table
Despite the evolving workplace, Human Resources (HR) and Organizational Development (OD) professionals are still struggling to be viewed as strategic partners rather than administrative support. This reality inspired the hosts to write their book, Hermie, the HR Hermit Crab, which addresses the challenge of HR being “left out of the loop”.
4. DEI Walkbacks
As predicted, Diversity, Equity, and Inclusion (DEI) initiatives have seen public walkbacks. However, the nuance here is important: companies with strong, pre-existing cultures continue to practice inclusion—often rebranding it as “Belonging”—because they know it benefits their business. Meanwhile, companies that treated DEI as a trend have largely pulled back.
The “Mixed Bag”: Where the Data Was Split
Not every prediction was a slam dunk. In several areas, the hosts’ anecdotal experiences clashed with broader data trends.
The Economy and The Great Resignation 2.0
The hosts predicted a growing US economy would lead to high turnover as employees sought better environments. This turned out to be incorrect for the general market. Instead of quitting, employees are “hunkering down” due to political and social instability, leading to a trend of “quiet quitting” rather than actual resignation.
However, there is a major exception: Tech and AI. Ben noted that for AI engineers and chip developers, it remains a worker’s market with high fluidity and mobility between companies.
Teams and Teamwork
Rich and Ben felt that, anecdotally, there wasn’t a massive renewed focus on teams. However, AI data suggests otherwise, pointing to a trend toward team cohesion and cross-functional collaboration driven by the complexities of hybrid work and AI integration.
The Impact of AI on Change Management
One of the most interesting discussions in Episode 90 revolved around the evolution of Change Management (CM).
- No Strategic Revolution: The foundational models (like ADKAR or Kotter) haven’t changed much.
- Tactical Revolution: The tools have changed drastically. AI is now used for sentiment analysis, strategy planning, and stakeholder mapping.
- Agile Approaches: While full “Scrum” methodology hasn’t taken over CM, there is a distinct move toward iterative, sprint-based approaches rather than linear, step-by-step progressions.
Workplace Civility and ROI
The review also touched on the “human” side of the workplace. Rich highlighted a SHRM report indicating a rise in workplace incivility, with up to 70% of employees witnessing rudeness or exclusion.
Furthermore, the pressure to prove the Return on Investment (ROI) for change initiatives is higher than ever. As Ben phrased it, change practitioners are moving away from “just bringing cookies” and toward providing concrete, data-driven metrics to justify their value.
The Final Score
So, how did they do? Ben modestly estimated they were about “50% correct,” while Rich’s AI analysis suggested a slightly higher success rate. While they might not be ready to pivot to financial advising, their insights into the friction between remote work, AI adoption, and organizational culture remain highly relevant for leaders navigating 2025.
Ready to Future-Proof Your Organization?
Whether you are struggling with hybrid team dynamics, navigating a complex change initiative, or trying to improve workplace civility, you don’t have to predict the future alone.
At Harmonious Workplaces, we apply proven organizational psychology and change management methodologies to help you build a resilient, thriving culture.
Contact us today to book a free 30-minute information session and let’s discuss how we can make change your friend.
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