When it comes to employee retention in the 2025 workplace, organizations need relevant strategies to keep top talent. Forces like return-to-office mandates and shifting talent expectations are all shaping the state of retention today. According to a recent report, 88% of organizations are concerned about retention.
For people-leaders, it’s more important than ever to understand what employees value. Insights from recent research reveal some themes when it comes to what’s top of mind for talent in 2025: thoughtfully designed office environments, recognition of team contributions, clear career development opportunities, and support for general wellbeing. Organizations that understand and invest in these areas will be well positioned to attract and retain the people who drive their success.
1. Create a Productive and Comfortable In-Office Environment
This year ushered in a new era of widespread return-to-office mandates, spurring many organizations to set up office spaces that meet their teams’ needs. In thinking about how to optimize office design for employee retention, the data is in. The global architecture firm Gensler recently released a preview of their upcoming 2025 Global Workplace Survey, which gathered insights from over 16,000 office workers across 16 countries.
According to Gensler’s research, employees are more likely to thrive and perform at their best when working in office environments that are designed to support both individual focus and group collaboration. The survey found that workplaces offering a wide variety of work settings — such as private spaces, team areas, and social zones — are more effective at driving innovation, engagement, and employee satisfaction.
In an article on workplace productivity design in Business, author Katharine Paljug suggested plants, natural light, and dedicated places to voluntarily stow away distracting personal devices like phones. Of course, healthy snacks within easy reach don’t hurt either!
2. Offer Structured Career Development Paths
Research shows that career development is another highly influential factor in employee retention. According to workplace insights drawn from interviews with global talent leaders and studies of one billion LinkedIn members, providing learning and career development opportunities can be a great strategy for employee retention. In fact, 94% of employees say they would stay longer at an organization that invests in their growth.
Learning becomes even more effective when tied to career advancement opportunities. Organizations with clear learning and advancement programs see significantly higher rates of long-term employee loyalty. These organizations also report greater confidence in their ability to attract and retain talent amid rapid change. In today’s competitive market, investing in learning isn’t just a strategy for closing skill gaps — it’s a critical driver of retention.
3. Recognize and Reward Contribution Beyond the Paycheck
Employees who feel regularly acknowledged are significantly more productive, engaged, and committed to their organizations, as Iris Polit notes in her guide to employee recognition. Polit explains that effective recognition is not just about occasional praise — it’s about building a culture where appreciation is authentic, specific, and consistent. All this reinforces employees’ sense of value and belonging, which in turn drives performance and loyalty. Recognition also boosts morale and strengthens relationships between managers and team members. As Polit puts it, “A simple ‘thank you’ or a well-timed shout-out can go a long way in reinforcing positive behaviors and showing employees they matter.” In an era where retention is a top priority, embedding recognition into the workplace is a powerful and cost-effective retention strategy.
4. Prioritize Employee Wellbeing and Mental Health
Employee wellness and overall wellbeing has steadily become a crucial factor in employee retention. We’ve all heard of wellness perks, but more employers are paying attention to the importance of mental health. A survey conducted by Headspace revealed that 87% of survey respondents said they experience dread at work at least once a month. To address the issue, Headspace and Linkedin partnered to create video resources like this short reflection on coping with change and uncertainty.
So where should people leaders start when it comes to wellness at work? In her course How to Support Your Employees’ Well-Being, leadership expert Tatiana Kolovou provides practical guidance for leaders and managers on fostering a culture of wellness in the workplace.
Kolovou also highlights the importance of building trust and supporting team members through their life and work challenges. To boost retention in 2025, leaders should aim to create an environment where well-being is a shared value and integrated into daily operations — not just a reactive or seasonal initiative.
Retention in 2025 Is a Holistic Endeavor
In 2025, retaining top talent demands a holistic strategy that prioritizes more than just compensation. Employees are more likely to stay with organizations that offer thoughtfully designed work environments, meaningful opportunities for career growth, and a culture of consistent recognition. Acknowledging contributions in authentic and timely ways fosters loyalty and engagement, while supporting overall wellbeing — through work-life balance, mental health resources, and empathetic leadership — further strengthens retention. Together, these elements create a workplace environment that motivates people to stay and succeed.
Deanna Grady is an accomplished leader in the public sector, serving as Director and Head of Government Sales for North America at LinkedIn Talent Solutions. With over 20 years of sales experience, including 19 years in SaaS leadership, Deanna has dedicated her career to helping federal, state, and local government agencies meet mission-critical objectives. Her expertise in developing strategies for bridging hiring and skills gaps has driven year-over-year growth, enabling government agencies to address workforce challenges and achieve their goals through LinkedIn’s innovative hiring and learning solutions.
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