The New Year is off and running! What lies ahead? We’re predicting five workplace trends that look poised to affect organizations and impact employees in important ways, with our recommendations on how you can prepare your organization to make the most of them.
1. AI will move from tool to partner
AI will continue to become more foundational to how work gets done. Organizations are moving from using AI for isolated tasks to redesigning entire workflows to be AI-native, enabling automation, prediction, and smarter decision-making. Unlike previous years, the focus on deep integration and human-machine collaboration will increase, with AI becoming embedded into roles and job functions. This shift brings new compliance requirements, governance challenges, and the need for employee training to ensure fairness, trust, and productivity.
Recommendations:
- Create a narrative of opportunity: Share clear, jargon-free explanations of what AI integration means for your company and employees, and why it matters. Host leader forums that discuss how integrating AI tools creates possibilities that don’t currently exist while also being honest about potential impacts and how employees can prepare for them.
- Champion change readiness: Develop campaigns that encourage adaptability, continuous learning, and appropriate use of AI in alignment with company policies. Align messaging with training, reskilling programs, and governance policies to ensure understanding and consistent practices across departments.
2. Soft skills will become more important
As a wise woman once said, change is hard. As the shift to automation accelerates, the human skills that machines can’t replicate — like communication, judgment, empathy, creativity, and teamwork — will become more valuable. Some companies are already placing greater emphasis on these soft skills in their hiring criteria, and training programs are evolving to strengthen problem-solving and strategic thinking. While AI can process data and predict outcomes, it can’t inspire a team, navigate complex relationships, or think creatively about the big picture!
Recommendations:
- Connect the dots: Share stories that highlight why human-centric skills matter in an AI-driven world. Use real examples and success stories from inside the organization to make them relatable. Equip leaders to reinforce the important ways people drive technology, and not the other way around.
- Integrate into everyday messaging: Reinforce soft skills in leadership updates, newsletters, and team communications. Tie them to business priorities so employees see the connection to organizational success.
3. Psychological safety and trust will make or break change comms
Companies will need to address the potential erosion of psychological safety and trust among employees, which are being undermined not only by the technological advances that AI makes within organizations that seemingly threaten job security and layoffs, but also by cuts to DEI and benefits programs, and macro-economic uncertainty, among others. Employers will sharpen their focus on managing labor expenses, especially given rising health care and compensation costs. As such, we anticipate seeing merit increases shift from the typical “across the board” raises to targeted adjustments, applied where skill needs, retention risk, and performance impact are the greatest. With employee engagement levels at all-time lows, these issues must be addressed and communicated with care to ensure business continuity and employee morale.
Recommendations:
- Explain the “why” behind change: Provide clear, transparent messaging about why AI integration, restructuring, or program changes are happening. Explain changes in the business and economic landscape and their impact on the organization, as well as actions to address these factors. Use simple language to reduce uncertainty and prevent rumors.
- Normalize conversations about change and job security: Address fears openly rather than avoiding them. Offer open forums, Q&A sessions, and feedback loops so employees feel heard. Actively respond to concerns to show leadership is listening. Share what the company is doing to reskill and support employees.
4. Inclusivity will be the new DEI
2025 saw DEI take a major hit due to shifts in U.S. government policies. With this shift, we predict many companies will focus on inclusivity in broader HR efforts over DEI as a standalone initiative. Employees will still expect work environments where they feel respected, valued, and safe — regardless of their background or experience. According to HR Digest, inclusivity and anti-discrimination measures are critical to meeting these expectations, prompting many organizations to renew their commitment to supporting all employees — ensuring that personal biases and discriminatory attitudes are not accepted.
Recommendations:
- Make your policies clear: Review internal messaging for inclusive language. Avoid jargon or phrases that may unintentionally exclude certain groups. Use easily digestible short videos, infographics, or quick-read articles to reinforce inclusive behaviors and anti-discrimination policies.
- Highlight stories of inclusion and belonging: Share stories that reflect diverse backgrounds and experiences. Publicly recognize teams and individuals who champion inclusivity. Real narratives help promote a culture of acceptance and ensure employees feel represented.
5. The hybrid and RTO debate continues
Despite the headline-grabbing news of high-profile companies implementing return-to-office (RTO) mandates, hybrid work will continue to be a reality as top talent finds working from home an attractive work model. In fact, research shows that organizations enforcing strict RTO are taking 23% longer to fill roles, as those who expressed concern that rigid RTO policies would drive away top talent saw their predictions come true. Conversely, certain demographics of employees are starting to realize the downsides of fully remote work. A recent study from the Federal Reserve Bank of New York, the University of Virginia and Harvard University found that employees, especially younger ones, suffered career-wise by working from home, receiving less training and fewer opportunities for advancement. As such, we expect to see hybrid communications continue to be the norm.
Recommendations:
- Equip managers to lead hybrid teams: Provide communication toolkits and best practices that help managers effectively engage both in-office and remote employees. Work with HR and leadership to establish practices that ensure when employees are in the office, it’s a good use of their time.
- Reinforce culture and connection: Use internal campaigns to keep employees connected to the organization’s mission and values. Promote virtual and in-person events that strengthen team bonds.
Looking ahead
As we move into 2026, one thing is clear: the pace of change isn’t slowing, and neither are the expectations placed on leaders, employees, and communicators. By staying proactive, helping employees navigate uncertainty, and reinforcing the values that anchor your culture, communicators can play a pivotal role in ensuring their organizations not only keep up with change, but thrive within it.
No matter what challenges or opportunities arise in 2026, ROI is ready to partner with you and help you stay ahead in our rapidly evolving business environment.
Contributors
Virginia Stefan
Vice President, Strategist
Virginia's deep expertise in internal communications has been honed by her vast experience leading the function and working with clients at leading organizations across industries. By listening to diverse perspectives and embracing new possibilities, Virginia creates successful communication strategies that engage employees and encourage them to make their best contributions.
