How HR Can Embrace, Enact and Enable Change

What should human resources (HR) teams expect in 2025? If the last few years have been any indication, they can count on one constant: change.

While challenges often accompany change, so do great opportunities. HR departments are tasked with helping the workforce navigate change to make the most out of those opportunities. When it comes to doing that successfully, these tips can make all the difference.

1. Embrace change by assessing the current and future state.

The New Year is a time for investment and advancement, with key stakeholders across the organization putting plans in place for technology transformations and process improvements. HR teams are most helpful in supporting a smooth rollout for new plans when they are involved from the start. This means if HR is not spearheading the change, they should be involved early to assist with assessing the current and future state of proposed updates, as well as to identify possible risks. HR, after all, is instrumental in aligning people and processes, otherwise everything from retention to revenue can be put at jeopardy.

2. Enact change by communicating new processes and policies.

HR teams are often the first to realize the need for change, typically due to employee feedback and sentiment across the organization. To enact HR- or people-driven changes, it’s essential to get buy-in from leadership. This requires putting a proposal together that outlines the change that is needed, why it’s needed, how to make the change and what the expected return on investment (ROI) will be.

Regardless of where the change stems, communication is critical. In fact, 38% of employees say that better internal communication would improve overall employee experience (EX) at their organization. This means it’s imperative for HR teams to have a role in developing change management plans, verifying they include details that outline goals, timelines and steps for implementation, particularly when it comes to transparency and communication for the rest of the workforce.

3. Enable change by providing access to the right resources.

Change is most successful when it’s accompanied with the right supporting tools and resources. For HR, this means equipping employees with training sessions and materials, as well as resources that identify what changes are taking place, when they are taking place and who will be impacted. Resources like frequently asked questions (FAQs) documents, internal webinars and feedback mechanisms can make a big difference in enabling the workforce to embrace the change with little disruption. Checking in frequently with employees once changes are rolled out is equally imperative to success.

Fostering an Agile Workforce

At the end of the day, there isn’t a crystal ball to help HR prepare for what’s to come in 2025. However, HR can help organizations better navigate the unexpected by fostering a culture that embraces agility and adaptability. After all, when you are ready for change to happen, you don’t have to start at square one. You can dust off your change management plan and begin navigating the new opportunities.

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