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Motivation et engagement

Workplace Engagement in 2025: Between AI and Hybrid Work, What Do Employees Really Want?

eye 116 Mise à jour le 21 Jan. 2025
Workplace
tag #Motivation

What if we've been wrong all along, searching for THE one-size-fits-all solution to boost employee engagement? Recent statistics paint a surprising picture of what truly motivates teams today.

A Silent Revolution in Work Practices

Consider Sarah, a software developer who splits her workweek between the office and home. This hybrid model aligns with global trends, as a study by Owl Labs reveals that 81% of employees worldwide prefer to work in a hybrid or fully remote setting.
"I can focus deeply when I'm at home and then enjoy the collaborative energy at the office," Sarah explains. This sentiment is echoed globally; according to Cisco's Global Hybrid Work Study, 78% of employees believe that hybrid work has improved their overall well-being.

The story doesn’t end here. The integration of artificial intelligence (AI) into the workplace is transforming how teams collaborate and perform. Take Thomas, a project manager who uses AI tools to analyze his team's collaboration patterns. "It helps us identify when we're most effective as a group and adjust our organization accordingly," he shares. This reflects a broader trend, as McKinsey's State of AI Report indicates that 72% of companies have integrated AI into at least one business function, enhancing team efficiency and decision-making processes.

By weaving these global insights into the narrative, we can better understand how evolving work practices are redefining productivity and employee well-being across the globe.

The Three Pillars of Sustainable Engagement

1. Flexibility in Hybrid Work: Tailored for Success

Flexibility isn’t something you dictate; it’s something you design. Experience shows that a structured approach to hybrid work yields the best results. Innovative companies are increasingly adopting models where certain days are reserved for in-office collaboration, while others focus on remote, individual work.
This alternating rhythm maximises productivity: office days become hubs of collective creativity, filled with brainstorming sessions, strategic meetings, and informal catch-ups that strengthen team cohesion. Remote days, meanwhile, are dedicated to tasks requiring deep focus.
To make this transition successful, it’s crucial to involve teams in defining collective rituals and adapt office spaces to prioritise collaboration over individual work.

2. AI Personalisation: A Bespoke Assistant

Artificial intelligence is becoming a true partner in personalising employee experiences and radically boosting team efficiency.
Take Sophie, a digital marketing manager, who uses AI to orchestrate multichannel campaigns. By automating personalised content creation, she’s doubled her productivity: the AI generates email variations, social posts, and blog articles in minutes—tasks that used to take her days.
Her colleague Antoine, a senior sales rep, uses conversational AI tools to qualify prospects and tailor his pitches. "I’ve saved three hours a day on admin tasks, which I now dedicate to my clients," he explains.
This synergy between humans and AI is redefining roles: professionals focus on strategy and client relationships, while AI optimises performance, increasing conversion rates by an average of 40%.

3. Trust as the Foundation

Trust isn’t built through lofty declarations; it’s earned through concrete actions. Successful companies are those brave enough to trust their teams to find their own balance.
For instance, Buffer has revolutionised its culture with complete transparency on salaries and decision-making. The result? 56% of employees report stronger loyalty to the company.
To build trust, managers need to act as coaches rather than controllers. This could mean replacing weekly reports with constructive feedback sessions or encouraging teams to experiment with new approaches without fear of failure.

The Challenges Ahead in 2025

Yet a paradox emerges: despite the proliferation of digital tools, only 29% of employees are satisfied with their professional interactions. What explains this gap?

The answer might lie in our obsession with hyper-personalisation. Employees no longer want a one-size-fits-all model; they crave a tailored experience, aligned with their needs and working styles.

Ultimately, could engagement simply come down to freedom? Freedom to choose where to work, which tools to use, and how to organise their time. The data seems to support this: the more autonomy employees have in managing their work, the more engaged they become.

But the real question is: are we ready to fundamentally rethink our approach to work to create truly human-centric environments?
A question that companies would do well to ponder in 2025 and beyond.

Lucia Mititel

Communication & Marketing Digital Director

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