Let’s Solve Real HR Problems First—Then Look at Trends

Mar 5, 2025 3 min reading

Every year, it’s the same story. As soon as the new year starts, we dive headfirst into HR trends—Metaverse, AI, new technologies, and all the buzzwords that supposedly define the future of HR. And yes, we contribute to the hype, too.

But before we focus on “sexy” projects and futuristic initiatives, we need to tackle the fundamental issues that are holding us back.

Engagement Has Been Stagnant for 25 Years—And It’s Not Getting Better

The numbers don’t lie. Since Gallup started measuring employee engagement in 2000, the global rate has barely moved. It’s still stuck at 23%—despite billions of dollars invested in HR programs. Why? Because we’re treating symptoms, not the root cause.

The latest Gallup “State of the Global Workplace: 2024 Report“ confirms it—only 23% of employees worldwide feel engaged in their work. In Europe, it’s even worse: just 13%. And in the Czech Republic? 15%—not exactly a success story.

What’s the cost? $8.9 trillion per year—or 9% of global GDP—lost due to disengaged employees. In Europe, the main culprits are rigid hierarchies, excessive control, limited growth opportunities, and poor feedback.

Collecting engagement data isn’t enough. We need real change based on feedback. If we want higher engagement, we must create a workplace where employees feel heard, valued, and empowered. That means active listening, open dialogue, and—most importantly—taking action.

HR Is Not Ready for the Tech Transformation

The numbers from AIHR.com say it all:

34% of marketing teams are already using AI.
HR? Just 12%.
Only one-third of HR leaders are even exploring AI’s potential.

That’s a problem—because HR should be leading digital transformation, not lagging behind.

So what’s holding us back?

Lack of digital skills
Overwhelming number of tools
Uncertainty about AI’s benefits

At the same time, 76% of HR professionals fear that without AI, their company will lose its competitive edge (Gartner).

But AI is not the enemy—it’s an opportunity. From data-driven insights and smarter hiring to personalized talent development, AI can free up HR teams to focus on what really matters: people.

HR must be a strategic business partner, not just an administrative function. But that won’t happen unless HR truly understands the business—not just surface-level trends but deep insights into roles, relationships, and company strategy.

And let’s be clear—we can’t do this without data. HR analytics is our compass. Ignoring it is like flying blind.

Skills Gap Is Not a Trend—It’s a Ticking Time Bomb

Automation and technology are reshaping over half of today’s jobs. This isn’t a future prediction—it’s happening right now. Yet many companies still don’t know what skills they’ll need in the near future.

A skill-based approach is no longer optional—it’s essential. Job titles don’t matter as much as adaptability and continuous learning. Without strategic skill management, companies won’t just lose their competitive edge—they might disappear altogether.

This isn’t rocket science. We don’t need to look to Silicon Valley for answers. History gives us all the proof we need—just look at the Industrial Revolution or the Baťa system. The fundamentals haven’t changed. Reinventing the wheel (or the shoe) is a waste of time.

The Generational Gap Is Widening

Companies are still struggling with how to engage employees over 50. But demographics are clear—by the end of this decade, they will make up a third of the workforce.

Longer life expectancy, later retirement, fewer young workers—this is the new reality.

Ignoring older employees is a huge mistake. Without experienced 50+ workers, business sustainability is at risk. They bring critical know-how, deep relationships, and unique perspectives that younger generations simply don’t have.

It’s time to stop seeing them as “the old ones” and start building multigenerational teams with clear processes and defined competencies.

The Solution? Get Back to Basics

Trends are exciting. They give us direction. But until we solve the core HR challenges that have been holding us back for years, no trend will save us.

Instead of chasing the latest shiny object, let’s focus on strong foundations—because without them, there’s no real progress.