The workplace has been undergoing significant transformations throughout 2024, driven by a combination of tech innovations, economic incidents, and the mix of varying generations increasing in the global workforce.
The modern workplace has become multigenerational with four generations fully active, bringing different mindsets and expectations to the office. This has inspired many unique perspectives on how work is viewed.
Worklife, a US-based publication, tracked some of the year’s most significant workplace buzzwords, and one noticeable theme is how they are mostly centred on employee-centric concerns.
Similarly, the Nigerian Workplace Report by Intelpoint surveyed over 2,600 respondents, and identified key reasons employees quit or consider leaving their jobs. These findings further highlight what employees will prioritise as we move into 2025.
Competitive salary
It is not surprising that competitive salaries top this list. Without ignoring inflation rates and accompanying cost of living impacting people worldwide which have shifted focus to earning more, people have always worked for the pay.
Although startups sometimes go above board to pay outrageous amounts to secure talent at the detriment of business survival, workplace experts have highlighted how pay is important in employee retention.
This is also indicated as one of the reasons talent don't stay long at one company and job hop often. Clearly, pay is a reason an employee will not feel satisfied staying at a company.
Statistics from Intelpoint report show that 55.5% of the respondents don't think what they are paid matches the effort they are putting into their jobs.
Thus, organisations should be deliberate about meeting industry benchmarks regarding what their workforce earn so they don’t lose them.
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Non-monetary benefits
One of the recommendations given for startups to avoid paying outrageously high salaries is supplementing pay with other benefits.
As confirmed by respondents to the Intelpoint report, while pay matters, employees also place value on benefits that extend beyond the paycheck. This includes health insurance, access to loans, earned-wage access, pensions, mental health support, team hangouts, and wellness programs.
For overall job satisfaction, employers should also pay attention to non-monetary benefits. And since this is not a one-size-fits-all approach, there's a need to consult with the team before making a decision.
Clear career path and learning and development (L&D) opportunities
Because of the fast-paced nature of the modern workplace, employees must continuously upskill to stay relevant.
While this is both the responsibility of the employee and employers, companies that offer training programs, certifications, and paid access to online learning platforms earn a good place in the hearts of employees, giving them a competitive edge. Even human resources managers consider training and development essential to business.
Emmanuel Faith, HR Team Lead at Africhange, noted that one of the ways to keep an employee from leaving is by "investing in learning and development because talents typically stay where they grow and develop."
A case study is that of Flutterwave when the founder outlined the career growth plan for its workforce in 2024. This included investing in relevant online learning resources for their analysts and engineers to aid their career progression.
Another initiative involved facilitating a skill exchange program between its engineers in Nigeria and those in India.
Clear, structured career paths supported by mentoring and succession planning give employees the idea that they have a future with their employers.
Flexible work arrangements
We can all agree that the pandemic has permanently altered people's perceptions of where a workplace is, as well as the idea of flexibility at work.
Employees now expect provision for either hybrid or remote work options when considering which jobs to take. These are no longer seen as perks.
Although some employers see this as entitlement, workers now want control over where, when, and how they work. And this also influences employee retention.
Chibuzo Ihentuge-Eric, Head of People and Culture at Bankly affirmed that offering the hybrid option in a place like Nigeria helps strike a balance between productivity and employee satisfaction.
Recognition and appreciation
Research by Gallup and Workhuman evaluating the relationship between recognition and employee turnover by tracking the career paths of 3,500 U.S. employees between 2022 and 2024 revealed that employees who receive high-quality recognition are less likely to leave the organisation quickly.
"Failing to acknowledge and appreciate employees' efforts and achievements can lead to demotivation and a sense of unfulfillment," an employee complained.
A simple “thank you” can go a long way. Recognition initiatives, as little as a shoutout during team meetings to official awards can boost morale and reinforce a culture of appreciation. Employees want their contributions acknowledged in meaningful and timely ways.
Open communication
Employees don't appreciate being left in the dark; in fact, they perceive this as a sign of toxicity in the workplace.
Situations like withholding important information, miscommunication, and excluding certain individuals from discussions can create an atmosphere of distrust, and uncertainty and can lead to confusion, misunderstandings, and resentment within the team.
A business going through financial difficulty, for instance, that refuses to inform employees of the situation of things while owing salaries will end up with a frustrated workforce with low morale on its hands.
One of the recommendations given at a time when the cost of living kept increasing but employers couldn't increase salaries because of the economic situation was to be open with them. This not only shows respect but also indicates that the employer cares enough to help the people make informed decisions for their next steps.
Employees appreciate regular updates from leadership, open dialogue, feedback channels, and open-door policies as these give them a sense of belonging in the business.
Clear anti-harassment and discrimination policies
Having a transparent policy that allows for reporting and addressing cases of harassment and discrimination should be non-negotiable for every workplace in 2025.
One of the ways companies get into legal trouble is when employees don't feel safe because they have no idea where the company stands when it comes to infringement of their human rights.
Additionally, this doesn't end with having the policies on paper, but also backing them up with consistent enforcement. Companies that fail to prioritise this are at risk of damaging their reputation and employee trust.
Freedom to innovate and be creative
Beyond increasing earnings, another significant reason talent job-hop or take on multiple jobs is the desire to escape boredom and seek new challenges. Repetitive tasks can quickly become monotonous, leading employees to crave opportunities for fresh ideas.
However, offices riddled with bureaucracy and micromanagement often stifle this creativity. Workers want the freedom to contribute their unique perspectives and solve problems without fear of rejection.
Companies that position themselves as a place to innovate end up becoming hotspots for top talent.
Clarity of roles
"The number one thing I consider toxic in the workplace is when there are conflicting work policies. Things that were not stated in a job contract and suddenly bringing up work activities that seem like extracurricular from my actual job that I was employed to do without prior notice or compensation," an employee remarked.
At the point of giving an employment offering, labour laws expects the employer to clearly define what the person's tasks would be, and this definition continues throughout their life cycle in the company.
Ambiguity in job roles is one of the fastest paths to a frustrated, inefficient, and burnt out workforce. Employees want clearly defined responsibilities, achievable expectations, and transparent measurement for success.
They also seek an environment that helps them focus on what truly matters and enables them to deliver value confidently.
Work-life balance and welfare
Employees now confidently ditch roles with higher pay to go to workplaces that prioritise good culture including work-life balance.
They are seeking flexible schedules, robust mental health support systems, access to wellness programs, and comprehensive leave policies. These tools empower them to navigate personal and professional demands effectively.
Employers who champion these initiatives reap tangible benefits. Beyond enhancing morale and loyalty, they reduce absenteeism and turnover while improving overall productivity.
Clearly, investing in employees’ well-being is a core component of organisational success.
