From one-size-fits-all strategies to nap pods, these are the workplace fads HR pros want to leave in 2024

The year is quickly coming to a close, and soon HR teams will hit the ground running in 2025. In observance of the old, yet reliable, cliché “out with the old, in with the new,” we asked HR pros what workplace fads they’d like to leave in 2024—like those old knickknacks and outdated vintage fashions you donate to Goodwill on New Year’s Eve.

Read on for what your people business peers want to say goodbye (and hello) to in the new year.

“One-size-fits-all” HR strategy. HR pros are sick of standardization, especially when it comes to benefits, learning and development, and return-to-office.

“Too many organizations still offer blanket wellness benefits, failing to consider the individual needs of their workforce. It’s time to shift away from generic solutions and focus on more personalized approaches.”—Sabra Sciolaro, chief people officer, employee communications software company Firstup

“We’ve all heard the feedback about traditional learning programs: It’s hard to find time for lengthy courses, the content can feel generic, it’s challenging to stay engaged. To keep pace with the changing world of work, I believe 2025 will finally be the year we see learning that is predictive, personalized, and delivered at the point of need—driven by AI.”—Jayney Howson, SVP and head of global learning and development, ServiceNow

In-office amenities masquerading as “perks.” As big tech continues to ditch the office amenities that were once core to its culture, HR leaders are acknowledging that employees would rather have flexible work or a strong benefits package than free food or nap pods.

“Let’s agree to end the trend of ping pong tables and free snacks masquerading as an employee engagement strategy. Office perks are nice, but with the rise of remote and hybrid work and a shift in post-pandemic employee expectations, organizations need to embrace sustainable and data-driven engagement practices in 2025.”—Donnebra McClendon, global head of culture and belonging, Dayforce

"I want to see more of a focus on benefits employees actually want [or] need, rather than allocating company dollars toward more superfluous or ‘cool’ benefits…things like family building and mental health benefits are much more important than something like an office nap pod.”—Jeri Doris, head of people, Justworks

Unlimited PTO. Unlimited time off certainly sounds nice, but some studies have found that employees with these policies take less time off than those with traditional accrual plans. And it’s not turning out to be the recruiting magnet that some hoped.

“Most companies will not include a minimum time off requirement, so most employees end up working more and burning out faster. I think that companies that have an unlimited time off policy should implement a minimum of PTO each employee needs to use each year.”—Rachael Freed, operations manager, Marcus & Millichap

“Initially, unlimited PTO was a groundbreaking benefit…Mismanagement led to employees feeling pressured to take minimal time off, creating a culture of mistrust and unequal PTO usage, ultimately resulting in burnout for high performers. Rather than ‘unlimited’ time off, a structured PTO policy with clear expectations on work-life balance can support both flexibility and equitable usage.”—Casey Heck, SVP of HR, Traliant

Forced fun. Nothing kills fun faster than making it mandatory.

“The concept of ‘forced fun’ seems contradictory to me; true enjoyment comes from choice, not obligation…When participation stems from compliance or fear, it risks creating disengagement and resentment. As we move into 2025, let’s prioritize genuine opportunities for connection that respect individual preferences.”—Maria Martinez, CHRO, J.Jill

“One workplace fad that needs to be left behind in 2024 is the concept of ‘required’ off-sites with too much fluff and not enough substance…People have families, kids, and household responsibilities. Stepping away from those things requires a huge investment. If it doesn’t feel worthwhile, resentment brews. For international travelers, this is especially huge!”—Mandy Mekhail, director of people, ClickUp

Well-being taboos. America’s mental health crisis is only getting worse. Some HR leaders believe it’s time to address employees’ well-being in the workplace.

“We’re leaving behind the fear of discussing taboo topics in the workplace and are leaning into supporting employees through whole-person health strategies. By providing wrap-around support through benefits and employee resource groups where employees can openly talk about topics that were once considered taboo in the workplace, like mental well-being, pregnancy loss, and menopause, we are eliminating stigma…”—Jen Ughetta, CPO, Liberty Mutual Insurance

“We can and should be making space to talk about well-being more regularly. As leaders, it’s our responsibility to have ongoing conversations with our employees to reduce stigma and provide support across all areas of well-being—mental, emotional, physical, social, and financial—to meet the diverse needs of today’s growing, multigenerational workforce. We also need to invest in our leaders with best-in-class resources and support so they feel comfortable having these conversations.”—Suzan McDaniel, CHRO, Edward Jones