By 2025, workplace dynamics are shifting rapidly, influenced by culture, technology, and employee expectations. Key trends include asynchronous work models focusing on outcomes rather than presence, the rise of AI, and a demand for freelance leadership. Companies must adapt to these changes by fostering trust over control, as monitoring productivity through traditional metrics leads to talent loss. Additionally, there is a growing need to reassess reward frameworks ensuring they are equitable and supportive of both top and steady performers.
We don't monitor keystrokes. We don't care if someone is building a pitch deck in a café in London or reviewing press targets from their lake house in Wisconsin.
The companies clinging to control are losing talent and time. If your team still measures productivity by hours online or office attendance, you're not just behind.
As we evolve our approach to rewarding top performers, we need to consider how these changes impact our broader pay policies across base salary, bonus, and equity.
It's crucial to balance rewarding impact while caring for steady performers — expectations should be clear, attainable, and supported.
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