As we close out the year, it's that time when survey results pour in, statistics on burnout flash across screens, and organisations nod in agreement about the importance of employee wellbeing. But let's be honest—how much actually changes? Year after year, we see a gap between hearing what employees need and acting on it. So, let's cut to the chase: what are the trends saying, and where’s the real opportunity for companies to stand out?
In a year where 64% of employees reported burnout due to unclear work-life boundaries, it's clear that workplace wellbeing is not just a trendy conversation topic; it's a fundamental business issue. As we approach the year's end, productivity often ramps up, leading to overworked teams who are expected to ‘push through’ and ‘finish strong’. Yet, expecting a sprint at the finish line isn’t sustainable when employees have been running a marathon all year.
This issue is amplified by companies that collect data but do little with it. Why conduct surveys on wellbeing, only to leave findings on the table? Without actionable change, these exercises become empty gestures. Addressing burnout requires more than recognition—it calls for preventative measures and practical steps towards manageable workloads, balanced schedules, and, importantly, real boundaries.
Speaking of boundaries, the "right to disconnect" is gaining traction globally, with countries like Australia and New Zealand leading the way. But are companies really ready to respect employees’ time? A trend we’ve noticed is the establishment of clear boundaries around work hours, such as after-hours email restrictions or ‘do not disturb’ hours built into workflow software. Yet, many South African organisations are still hesitant to adopt these practices, fearing they might hinder productivity.
The irony is that respecting employees’ personal time increases engagement by up to 20%. Employees who know their time is respected are not only more productive but also less likely to experience burnout. So, it’s time for companies to embrace this shift—because drawing boundaries isn’t a barrier to performance; it’s a pathway to sustainability.
At this point, the employee survey has become almost a year-end ritual. Results are shared in meetings, usually followed by enthusiastic discussions about “areas of improvement.”. But that’s often where it stops. For many companies, the challenge is not gathering feedback; it’s acting on it.
What would it look like to genuinely act on these insights? For one, identifying the biggest pain points from the survey data and creating small, actionable plans to address them can go a long way. Consider setting up follow-ups with teams to see how improvements are tracking. These measures don’t just show that a company listens—they demonstrate that it cares enough to act.
With 58% of South African employees reporting higher productivity in remote settings, it’s no wonder remote and hybrid work models remain in demand. Yet, these models only work when combined with trust and flexibility, as forcing people back into rigid schedules undermines the very autonomy that made remote work appealing.
For companies considering hybrid or remote models, this is a chance to strengthen trust. Let employees have a say in how these models evolve. By respecting individual needs and acknowledging diverse working styles, organisations can create an environment that supports engagement rather than compliance.
As 2025 nears, EX must be more than a buzzword. From personalising benefits to embracing data-driven insights, the companies that thrive will be those that translate trends into actions. Let’s ditch superficial perks and focus on meaningful changes that make people feel valued. Whether that’s reducing the number of apps employees are juggling daily or simplifying meeting policies, these adjustments go beyond lip service—they enhance daily work life.
Employee experience is a journey, not a checkbox, and 2025 is ripe for companies willing to break the cycle of talk-without-action. We’ve seen the surveys, heard the calls for change, and acknowledged the need for boundaries. Now, it’s time to walk the talk, championing genuine wellbeing, realistic workloads, and empowering boundaries. Because when people are prioritised, productivity follows naturally.
