If you feel burned out or unappreciated by your boss, you may feel like 2025 is the year of change and new opportunities. This is what psychologists predict. If you’re on the other side — and you’re the boss — there are ways to protect yourself.
The platform carried out a survey of 20 thousand workers, HR professionals and executive directors, in six different sectors of activity to ask them about the state of empathy in your workplace.
The report concluded that 42% of all respondents and 52% of CEOs admit to working in a toxic environment.
Edel Holliday-Quinna business psychologist, says some workers feel burned out and undervalued in their jobs, in part due to increased workloads.
“The job market is starting to loosen, and for those who have been simmering in frustration, This could be the year they finally quit, not just silently but out loud“he explains.
The psychologist also says that “dismissal for revenge” This occurs when employees do not resign just to change jobs in order to progress in their career, “but to mark a position“.
“If HR managers do not act now, we run the risk of many of these workers deciding that the opportunities offered by their current employer are not for them”, he also considers Ciara HarringtonHR director at business training platform Skillsoft.
Beth Hoodfounder and CEO of Verosa (a leadership and people management training platform), guarantees that people’s dissatisfaction with their bosses or work environment in general “rarely results from a single event“.
“Often, it’s a gradual erosion of intrinsic motivators, like connection, meaning or security,” he says. “When these motivations are not satisfied, resentment and distancing can increaseultimately leading workers to leave, often out of frustration or as a way of regaining control.
“Dissatisfaction has been growing silently”, he explains referring to the mass layoffs. “This disconnect between management and workers It’s not just a communication problem. It’s a retention crisis that is emerging,” explains Holliday-Quinn.
And there are ways for bosses to prepare for this phenomenon — ensuring better working conditions for employees.
“Most Team Members Quit Their Boss, Not Their Company“, says Harrington. And so “investing in leaders is investing in the company as a whole”.
“If they are doing their job, they will be working on the engagement, retention and motivation of team members”, he explains.
If an employee has been treated with empathy and feels heard in their current role, they are more likely to help with the transition or until you stay longerHarrington further argues.
“The year 2025 is shaping up to be a wake-up call for employers“, anticipates Holliday-Quinn. “Those who relied on controlling the connection or ignored their teams’ growing dissatisfaction are about to face the consequences.”
