{"id":29834,"date":"2024-12-03T09:29:50","date_gmt":"2024-12-03T14:29:50","guid":{"rendered":"https:\/\/www.dhrglobal.com\/?p=29834"},"modified":"2024-12-03T09:31:31","modified_gmt":"2024-12-03T14:31:31","slug":"the-new-dynamics-of-employee-engagement-in-2025","status":"publish","type":"post","link":"https:\/\/www.dhrglobal.com\/insights\/the-new-dynamics-of-employee-engagement-in-2025\/","title":{"rendered":"The New Dynamics of Employee Engagement in 2025"},"content":{"rendered":"\n<div class=\"block-hero alignfull  has-breadcrumb\">\n    <div class=\"outerwrap\">\n        <div class=\"wrapper\">\n            <div class=\"copy\">\n\n                                    <ul>\n                        <!-- Breadcrumb NavXT 7.0.2 -->\n<li><a property=\"item\" typeof=\"WebPage\" title=\"Go to Insights.\" href=\"https:\/\/www.dhrglobal.com\/insights\/\" class=\"post post-page\" aria-current=\"page\"><span property=\"name\">Insights<\/span><\/a><meta property=\"position\" content=\"1\"><\/li>                    <\/ul>\n                \n                                    <h1>The New Dynamics of Employee Engagement in 2025<\/h1>\n                \n            <\/div>\n        <\/div>\n\n            <\/div>\n<\/div>\n\n\n<div class=\"block-insights-detail \">\r\n\t<div class=\"intro\"><p>Employee engagement is essential for an organization to retain and motivate its workforce. When employees feel connected to their work, productivity, innovation, and commitment to company goals rise. A dedicated workforce also supports a positive work culture, encouraging collaboration and proactive problem-solving. Moreover, organizations whose employees are enthusiastic build loyalty, reduce turnover, and enhance performance. Creating an atmosphere where employees feel valued and empowered allows organizations to thrive in the long term.<\/p>\n<\/div>\t<div class=\"meta\">\r\n\t\t<p class=\"date\">December 3, 2024<\/p>\r\n\t\t<p class=\"type\"><a href=\"https:\/\/www.dhrglobal.com\/insights\/#\/type\/insights\">Insights<\/a><\/p>\t\t<p class=\"author\">Authors:<\/p><ul><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/gerlinde-berger\/\">Gerlinde Berger<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/caroline-edwards\/\">Caroline Edwards<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/ed-flowers\/\">Ed Flowers<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/chris-knipp\/\">Christopher Knipp<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/john-martin\/\">John Martin<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/john-staines\/\">John Staines<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/maryanne-wanca-thibault\/\">Maryanne Wanca-Thibault, Ph.D.<\/a><\/li><\/ul>\t<\/div>\r\n<\/div>\n\n\n<p>Understanding what drives engagement can be complex. DHR Global\u2019s \u201c<a href=\"https:\/\/www.dhrglobal.com\/insights\/workforce-trends-report-2025\/\" target=\"_blank\" rel=\"noreferrer noopener\">Workforce Trends Report 2025<\/a>\u201d sheds light on this topic through a survey of 1,500 white-collar, desk-based knowledge workers. The survey explored the nuances of what drives engagement and how to create an invested workforce.<\/p>\n\n\n\n<h3 class=\"is-style-default\"><strong>Survey Findings: Mixed Motivations, Clear Opportunities<\/strong><\/h3>\n\n\n\n<p>DHR\u2019s survey reveals that 88% of respondents feel very or extremely engaged. Deeper analysis, however, indicates that external factors often play a key role. A significant portion of employees (67%) are motivated by a tight job market, and 61% by job insecurity. This indicates many stay committed out of necessity rather than genuine enthusiasm.<\/p>\n\n\n\n<p>Professional development emerged as a potential solution, with 80% of respondents stating that skill-building opportunities increase their engagement. Furthermore, nearly all respondents (93%) said their engagement would improve if employers were to offer relevant development programs.<\/p>\n\n\n\n<h3 class=\"is-style-default\"><strong>Does In-Office Work Boost Engagement?<\/strong><\/h3>\n\n\n\n<p>Engagement varies by work environment, with in-office workers (59%) reporting higher levels of engagement than their hybrid (41%) and remote (33%) counterparts. But remote and hybrid work is a key driver of engagement for nine in 10 hybrid workers, highlighting the critical role flexibility plays in boosting employee motivation in today\u2019s workplace.<\/p>\n\n\n\n<h2 class=\"is-style-underlined\"><strong>Unlocking Engagement: Insights from Talent Experts<\/strong><\/h2>\n\n\n\n<p>Partners from DHR and Jobplex provided additional insights and guidance below to help companies and leaders increase engagement and attract and retain talent in 2025.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Prioritize Emotional Commitment<\/strong><\/h2>\n\n\n\n<h3><a href=\"https:\/\/www.dhrglobal.com\/consultant\/gerlinde-berger\/\">Gerlinde Berger, Managing Partner, European Industrial Practice<\/a><\/h3>\n\n\n\n<p>In 2025, the priority for organizations should be to cultivate genuine emotional commitment among employees. Currently, many workers remain motivated less by enthusiasm than by necessity, often because of job insecurity or limited options, particularly in markets that face recessionary pressures, like Germany. Rather than scaling back development programs during challenging times, companies would benefit from investing in employee growth and establishing a supportive culture. Such efforts help maintain morale and dedication, even during times of uncertainty.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Berger_Gerlinde_Website-Bio-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Gerlinde Berger<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Across Europe, employee engagement remains a recognized challenge, especially with younger generations who seek roles that reflect their personal values. Some companies are addressing this by encouraging employees to engage in volunteer initiatives, environmental and diversity and inclusion projects, health and well-being programs, along with development and training opportunities. These initiatives promote a sense of purpose and belonging, which is increasingly vital in engaging today\u2019s workforce.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong><strong>Embrace Change and Innovation<\/strong><\/strong><\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/caroline-edwards\/\">Caroline Edwards, Managing Partner, Hong Kong<\/a><\/strong><\/h3>\n\n\n\n<p>With change high on the agenda for 2025, organizations must integrate it into their approaches to engagement if they want to attract and retain talent at all levels. The challenge lies in keeping up with emerging tools, technologies, and evolving team structures. Senior leaders and human resources teams should develop strategies that inspire and guide employees through the complexities of change, with particular consideration of remote and hybrid work environments. Focusing on supporting employees through these transitions will be essential to sustained engagement. &nbsp;<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Edwards_Caroline_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Caroline Edwards<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Many organizations in Asia-Pacific are embracing change with agility, while maintaining a forward-focused vision to navigate 2025 and beyond. While artificial intelligence is a central focus, companies are also placing importance on emotional intelligence, mental health awareness, sustainability, and cross-generational and cross-cultural communication. Social media has become a widely used tool to promote programs and share an organization\u2019s stance on diversity and inclusion with existing and potential employees, offering a transparent view of the company\u2019s culture.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Shift from Necessity to Genuine Commitment<\/strong><\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.jobplex.com\/consultant\/john_martin\/\">John Martin, Managing Partner, Jobplex<\/a><\/strong><\/h3>\n\n\n\n<p>Despite high engagement rates, many employees are motivated more by financial necessity than by genuine emotional commitment. Organizations that prioritize professional development can help shift motivation from fear-driven to internally inspired, creating a deeper sense of purpose. Alongside skill-building opportunities, adopting flexible work arrangements and finding ways to connect with remote and hybrid employees can significantly enhance motivation and commitment.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/11\/Martin_John_Web-1-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>John Martin<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Companies are increasingly focusing on employee recognition and well-being programs to create supportive workplace environments. Regularly celebrating and rewarding employee achievements strengthens morale, while wellness initiatives, counseling, and work-life balance policies help address overall well-being. These efforts lead to improved satisfaction and deeper commitment among employees, creating a positive cycle of engagement and retention.&nbsp;<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Combat Burnout by Setting Work-Life Boundaries<\/strong><\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/ed-flowers\/\">Ed Flowers, Managing Partner, Chief Human Resources Practice<\/a><\/strong><\/h3>\n\n\n\n<p>Companies that have high employee engagement consistently perform better and are more appealing to top talent. Engagement drives productivity, profitability, and revenue, while also reducing turnover. To sustain strong engagement, leaders must address employee burnout. Setting clear boundaries around work hours can help employees separate work from personal life, protecting them from the pressures of a 24\/7 work culture. Constant after-hours communication \u2013 like emails in the evenings and on weekends \u2013 can lead to exhaustion. Leaders should reinforce that employees aren\u2019t expected to work outside standard hours, unless necessary, creating a supportive culture where employees feel valued and motivated.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Flowers_Ed_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Ed Flowers<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Employee engagement is a priority for today\u2019s leading organizations. Top leadership recognizes the intense competition for high-performing talent and understands that employees seek workplaces that have a strong culture and a commitment to valuing their people. Successful companies align their culture and engagement strategies with core values and business goals, making culture-building a central focus. Effective initiatives include professional development, wellness programs, recognition and rewards, and regular, transparent communication \u2013 all of which contribute to significant business results and an engaged and loyal workforce.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Empower Employees With Proactive Strategies<\/strong><\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/maryanne-wanca-thibault\/\">Maryanne Wanca-Thibault, Ph.D., Partner, Leadership Consulting<\/a><\/strong><\/h3>\n\n\n\n<p>Understanding what truly drives engagement within a specific organization or industry is crucial. Genuine engagement often stems from employees feeling connected, motivated, and valued. The trends survey, however, reveals that other factors motivate more than half of employees. Fortunately, employers can take immediate action to improve engagement by focusing on professional development and providing increased empowerment and autonomy, both of which are key opportunities highlighted in the survey.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Wanca-Thibault_Maryanne_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Maryanne Wanca-Thibault, Ph.D.<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>As a consultant, I frequently observe organizations striving to increase employee engagement, but these efforts are often reactive rather than proactive. Offering opportunities for upward mobility, focusing on hiring the right candidates from the start, and developing employees through coaching and other skills-building activities can drive engagement significantly. While these actions aren\u2019t exhaustive, they play a crucial role in proactively attracting, motivating, and retaining top talent over the long term.&nbsp;<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Adopt a Holistic Approach<\/strong><\/h2>\n\n\n\n<h3><a href=\"https:\/\/www.dhrglobal.com\/consultant\/chris-knipp\/\"><strong>Christopher Knipp, Managing Partner<\/strong>, Dallas<\/a><\/h3>\n\n\n\n<p>It\u2019s evident from the data that a one-size-fits all solution is ineffective.&nbsp;Employers and clients must recognize the diverse needs and desires across their workforce.&nbsp;As we approach 2025, the competition for top talent will intensify, and employers who fail to adopt a holistic approach to their people will find themselves at a disadvantage.&nbsp;<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Knipp_Chris_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Christopher Knipp<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Employee engagement has emerged as the new Zeitgeist, perhaps even surpassing the recent emphasis on diversity, equity, and inclusion. Few novel solutions remain to be discovered. Those who succeed will be the ones who take the time to listen carefully and tailor responses to the unique needs of their workforce. &nbsp;<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong><strong>Tailor Engagement Plans to Match Workforce Needs<\/strong><\/strong><\/h2>\n\n\n\n<h3><a href=\"https:\/\/www.dhrglobal.com\/consultant\/john-staines\/\"><strong>John&nbsp;Staines, Managing Partner<\/strong>, Global Human Resources Practice<\/a><\/h3>\n\n\n\n<p>To fully understand what\u2019s impacting employee engagement, we must dive deep into the data. At first glance, macro-level metrics might suggest everything is fine, but a closer look reveals underlying concerns. The data indicates that as the economy improves and job opportunities increase, employees may start to feel less engaged and take more risks.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/06\/Staines_John-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>John Staines<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Building emotional engagement is critical to retaining employees, and creating an engagement plan that\u2019s tailored to each workforce segment is essential. For example, what works for on-premise employees may fall flat with hybrid or remote teams. Employees across the board want opportunities to learn and grow, feel heard and know their voices matter, and a sense of belonging where they can express their individuality without fear of judgment. Focusing engagement efforts on these priorities \u2013 and adapting strategies to on-premise, hybrid, and remote employees \u2013 can significantly boost employee engagement.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"is-style-default\">Building a Supportive Culture<\/h3>\n\n\n\n<p>As DHR\u2019s research illustrates, meaningful employee engagement goes beyond surface-level motivation. Creating a supportive culture that emphasizes professional development and personal growth is essential to creating a committed and enthusiastic workforce. These initiatives don\u2019t just keep employees engaged; they also help drive loyalty and productivity.<\/p>\n\n\n\n    <div class=\"block-consultants-featured \">\n        <div class=\"maybe-wrapper\">\n\n                            <h2 class=\"is-style-underlined\">Meet the Experts<\/h2>\n            \n            <div class=\"consultant-grid\">\n\n                <article id=\"post-1091\" class=\"post-1091 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/gerlinde-berger\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Berger_Gerlinde_Website-Bio-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Gerlinde Berger<\/h3>\n                            <p>Managing Partner, European Industrial Practice, Germany | Austria | Europe<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1139\" class=\"post-1139 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/caroline-edwards\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Edwards_Caroline_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Caroline Edwards<\/h3>\n                            <p>Managing Partner, Hong Kong<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1075\" class=\"post-1075 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/ed-flowers\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Flowers_Ed_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Ed Flowers<\/h3>\n                            <p>Managing Partner, Chief Human Resources Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1335\" class=\"post-1335 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/chris-knipp\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Knipp_Chris_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Christopher Knipp<\/h3>\n                            <p>Managing Partner, Dallas<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-8558\" class=\"post-8558 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/john-martin\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/11\/Martin_John_Cropped-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>John Martin<\/h3>\n                            <p>Managing Partner, Jobplex<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-18738\" class=\"post-18738 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/john-staines\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/06\/Staines_John-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>John Staines<\/h3>\n                            <p>Managing Partner, Global Human Resources Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1073\" class=\"post-1073 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/maryanne-wanca-thibault\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Wanca-Thibault_Maryanne_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Maryanne Wanca-Thibault, Ph.D.<\/h3>\n                            <p>Partner, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article>            <\/div>\n        <\/div>\n    <\/div>\n    \n\n<div class=\"block-cta has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"left\">\n\t\t\t<h2>Leading the Way in 2025<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>From what drives employee engagement and burnout to the impact of AI and executive turnover, get the information executives need to pave a path for success in our 2025 Workforce Trends Report.<\/p>\n\n\n\n<div class=\"wp-block-button alignleft\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2024\/11\/DHR-Global_2025_Workforce_Trends_Report_Final.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Download the Report<\/a><\/div>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n","protected":false},"excerpt":{"rendered":"<p>Understanding what drives engagement can be complex. DHR Global\u2019s \u201cWorkforce Trends Report 2025\u201d sheds light on this topic through a survey of 1,500 white-collar, desk-based knowledge workers. The survey explored the nuances of what drives engagement and how to create&hellip;<\/p>\n","protected":false},"author":20,"featured_media":29998,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"insights_type":[49],"acf":[],"_links":{"self":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/29834"}],"collection":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/users\/20"}],"replies":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/comments?post=29834"}],"version-history":[{"count":64,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/29834\/revisions"}],"predecessor-version":[{"id":30015,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/29834\/revisions\/30015"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media\/29998"}],"wp:attachment":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media?parent=29834"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/categories?post=29834"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/tags?post=29834"},{"taxonomy":"insights_type","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/insights_type?post=29834"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}