Elevate Your Employee Engagement Program in 2025

Leveling up your employee engagement and leadership communications strategy is paramount for success in 2025. Padilla leaders share their insights on how a strategic approach to employee engagement, thoughtful communications, and a strong employer brand is essential for brands and organizations looking to attract, retain, and develop top talent.  

Social Impact/DEI
Jeff Wilson (VP-Social Impact) shares that “2024 saw many high-profile companies roll back – or completely dismantle – the DEI initiatives they started less than five years ago. Padilla’s ongoing research, Perspectives from the C-Suite, indicated that while more than half of C-Suite executives and employees surveyed believe their organizations have made progress in DEI, they acknowledge that it’s less of a company priority. Reasons vary for the shift in how organizations approach DEI and social impact. Some cite the Supreme Court’s ruling on affirmative action in higher education as an impetus to access certain aspects of their DEI programs. Some companies are being more cautious as they watch major corporations get targeted on social media for their DEI programs (in particular, support for Pride and other LGBTQ+ initiatives). The political divisiveness that continued during the 2024 election cycle caused some companies to take a more neutral stance on DEI and social issues.  

Expect more companies to lean into programs focusing on inclusion and belonging in 2025. Many companies have done away with a standalone model for DEI – with separate DEI teams and chief diversity officers – in favor of integrating DEI into other functions – such as human resources, employee engagement and CSR. Even if DEI programs are being coordinated under different labels, they still need to be connected to top-tier business priorities – particularly for talent-based and high-vacancy sectors. Additionally, expect to hear more conversations about ageism in the workplace in the coming years as more workers delay retirement. Time will tell if this new approach will be effective or if the pendulum will swing back to a more centralized and definitive approach to DEI and social impact.”

Employer Brand
Lauren Tannenbaum (SVP-Joe Smith) offers advice on how companies increasingly need comprehensive employer brands to attract and retain talent effectively.

“In 2025, we’ll see more companies understanding that employer brand is a core component of their brand strategy – not a nice to have. They will need more authenticity and substance as the competition for talent continues. The one-note ‘Be your best self!’ or ‘You’ll grow your career’ employee value propositions aren’t going to be enough to cut it; companies aren’t just competing for talent against others in their industry but against every employer out there. We think that this will ring true, particularly for B2B technology and manufacturing companies, which are waking up to the fact that they are competing against the big tech behemoths for talent.”

Talent/HR
Katina Shelton (VP-Human Resources) explains what’s on the horizon for talent management and employee engagement in 2025.  

“HR will be monitoring the ever-changing compliance landscape. This upcoming year, we’re seeing several changes at the state level around leaves, compensation programs and paid leaves. Employees are staying with organizations; however, they are looking for individualized opportunities to grow professionally. The focus around developing, growing and retaining employees remains critical in talent management programs.”

Leadership Communications
“After an extended period of uncertainty and focus on short-term metrics, our research is showing C-Suite leaders wanting to ‘move ahead’ and start tackling initiatives that they think will move their businesses forward,” said Matt Kucharski (President). “They’re doing that with cautious optimism – prioritizing the most promising opportunities and investing selectively. Those initiatives have a higher likelihood of success if they’re coupled with a smart, strategic, thoughtful communications strategy directed at the stakeholders who are essential to moving the big rocks forward.”

If you need support with your approach to corporate communications, employee engagement and DEI programs, contact us.

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