Let’s be honest—most leaders are feeling it right now: the rapid pace of change, the constant balancing act between tech and people, and the unshakable sense that something deeper is shifting in how we work. We are in the midst of a massive paradigm shift!

Gallup’s 2025 report confirmed what many of us already sense: engagement is falling, stress is rising, and managers—the backbone of every team—are burning out fast.

Here are five underlying shifts I’m seeing that every leader should be paying attention to—now with the research to back it up.

1. AI Isn’t the Problem—Disengagement Is
The big story in 2025 isn’t just AI—although that is taking up most of the space. It is what AI is revealing in the workplace: how disconnected many workplaces already are. Gallup found that only 21% of employees are engaged globally (only the second time it has declined since they’ve started measuring it) and manager engagement dropped from 30% to 27% in just one year.

It’s not about resisting AI. It’s about whether your culture is strong enough to integrate it without losing the human connection that makes teams work well.

2. Culture Has Become a Retention Strategy
Gallup’s research states that half of all workers are actively looking or watching for another job. In some regions, that number is even higher.

The old thinking was around culture was to keep people with perks. But today, culture is THE competitive advantage. People stay when they feel emotionally connected to a bigger purpose, trusted by their leaders, and safe to speak up. Savvy leaders know that culture is not fluff. It is your retention strategy.

3. Manager Burnout is a Real Risk
If you’re seeing signs of burnout, disengagement, or quiet quitting—it’s likely coming from your managers. Gallup says 70% of team engagement is tied to the manager—but most haven’t had proper training or support.

We have known for years that people come to companies for the culture but they leave because of their manager. Managers need more support, more training in coaching, and more leadership development.

This isn’t about fixing individuals. It’s about redesigning how we develop and support the people leading our teams every day.

4. Emotional Wellbeing Is a Business Metric
Engaged employees are more likely to be thriving in life. And disengaged ones? Not so much.

Right now, only 33% of employees say they’re thriving, and stress levels remain high across the board at 40% on average. Stress is the leading cause of health issues such as heart attacks and mental health issues. Did you know that the highest percentage of heart attacks happen on Monday mornings?

So what does emotional wellbeing tell us? People aren’t just bringing their work selves to the office. They’re bringing their whole selves—and they’re exhausted. When implemented well, AI can certainly help to alliviate many of these issues. When it is not implemented well, it only adds to the overwhelm, stress, and potential burnout.

5. The Way We Work Needs a Reset
The hybrid debate isn’t over, but here’s the thing: Gallup found remote and hybrid workers are more engaged and thriving than fully on-site teams. This is in part because they do not have any commute, they feel more in control of their time, and they can balance their home life with work more easily.

What people want isn’t the fake culture perks like ping pong or a yoga app. They want autonomy, trust, and to be treated like adults. The smartest companies are listening—and that means rethinking how we lead meetings, measure output, and communcate expectations.

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The research is crystal clear. The trends are real and need to be addressed in a deliberate and conscious way. But the overarching solution? It still comes back to culture. Culture and trust are the foundation of a great company. It is the best asset you have because then your people are thriving. And when people are experiencing joy at work, “they go home happy, not crappy” as Garry Ridge, former CEO of WD-40 company has said so many times. This company built its entire success on trust and culture.

This is where we at Evoloshen spend our time—supporting leaders who understand this and are actively working to make their organizational culture and people thrive. And it’s why this work matters more than ever.

Want to discuss what these shifts could mean inside your organization? Reach out to connect with us here