Goodbye, hustle culture and fake empathy: How HR pros want workplace culture to change in 2025

Corporate culture has earned its fair share of ridicule recently.

But it’s not just workers who are sick of certain workplace norms: HR pros—despite being considered the poster child for cringy workplace culture—actually want change, too.

People pros shared with HR Brew the aspects of workplace culture that they’d like to wave goodbye to in the new year, and what changes they’d like to see instead. Much of what they had to say aligns with workers’ own frustrations, like empty gestures of empathy from companies, or the glorification of hustle culture.

Read more on what they had to say below.

What’s out: Fake empathy from employers. “It’s time to move beyond superficial empathy that lacks real support. Leaders should not only acknowledge stress but also take concrete actions, like conducting regular surveys on burnout and workload. By understanding employee challenges better, we can offer meaningful flexibility and create a culture where team members feel genuinely supported. Authenticity in support builds trust and resilience, fostering a more engaged workforce.”—Céline Hervé, people partner, Grammarly

What’s out: The rise and grind mindset. “I welcome a shift away from the emphasis on hustle culture. While it is encouraging to see individuals energized and enthusiastic about their work, the glorification of overworking often leads to burnout, increased stress, diminished critical thinking, and poor decision-making. Employees may feel compelled to demonstrate their willingness to work long hours, which can distract them from working smarter.”—Nancy Hauge, chief people experience officer, Automation Anywhere

What’s out: Fixating on productivity. “The obsession with ‘productivity theater’ needs to go…Real productivity isn’t about looking busy during ‘core hours’ or having your Slack status always on green. It’s about output, impact, and sustainable performance. If your employees are delivering results, does it matter if they’re working at 2pm or 2am? If you need software to track if people are working, you don’t have a productivity problem—you have a hiring, leadership, or trust problem. I want to see us measure results, not attendance.”—Alex Seiler, founder and CPO, Alex Seiler LLC

What’s out: Expecting employees to bring their “whole selves” to work. “In the past few years, companies have encouraged employees to bring their whole selves to work to build trust, vulnerability and authenticity. While I applaud the sentiment, bringing unfiltered parts of ourselves to work isn't realistic, nor should it be encouraged without question. Don't we all want to put our best foot forward, especially at work? There is a reason why we've seen a rise in fashion lines devoted to business tops for Zoom paired with PJ bottoms for comfort. While that is a lighthearted example, it illustrates the idea of bringing your best professional self to work—refining an essential workforce boundary for professionals. I think bringing your best selves to work means showcasing your strengths and leaning into a mindset that is open to learning and growth. This fosters a productive environment where employees can add value by amplifying their talents while remaining curious and open to new ideas.”—Linda Ho, CPO, Seismic

What’s in: Emphasizing quality. “Leaders and people teams should empower managers to have tough discussions about trade-offs and prioritization. Encouraging employees to say no to less important tasks promotes working smart, not hard. In the age of AI, success should be defined by quality and fast results, not by constant activity. When we create a space for meaningful work and for productive rest, we drive innovation and better decision-making.”—Céline Hervé, people partner, Grammarly

What’s in: Promoting flexibility. “I’d rather see a culture that values productivity, efficiency, and balance—one where employees feel supported to grow professionally and have fulfilling lives outside of work. This means shifting our focus to building a true sense of belonging and providing robust mental health benefits. When people feel connected and supported, engagement and innovation follow naturally.”—Nurdes Gomez, director of people operations, eMed Digital Healthcare

What’s in: Tech-driven employee engagement strategy. “2025 will be all about creating an employee experience that brings out the best in your talent—no matter what your company office policy is. Through data-driven insights and AI, organizations can gain a deeper understanding of their employee needs. Whether it’s increased flexibility, personalized health and wellness benefits, or more career growth opportunities, the key is to actively listen and utilize data to optimize the employee experience for your workforce.”—Ashley Goldsmith, CPO, Workday