2024 in Review: Leading with Empathy, Civility, and Innovation

Dear HR Leaders and Professionals,

As we wrap up the year, I’ve been doing a lot of reflecting. If I could summarize 2024 in two words, those would be awe and gratitude.

I am in awe of the sheer number of challenges we, in the HR field, faced. This year, we witnessed the rapid rise of generative AI, a massive talent shortage, six generations in the workforce, and the critical need for civility and empathy in the workplace.

At times, it has felt overwhelming (to say the least).

So why do I feel grateful?

Because we chose to face this polycrisis together. At any point, we could have run away. But we didn’t.

I witnessed organizations across the country open their minds to embracing AI, trying skills-based hiring, being more inclusive, and leading with civility and empathy.

No matter how challenging things got, each and every one of you committed to improving our workplaces—and world.

For that, I am grateful for 2024. And I am optimistic about what we have in store for 2025.

Embracing the Power of Multi-Generational Teams

In 2024, we witnessed a milestone I will never forget. For the first time in history, our workforce reached up to six generations: the Silent Generation, Baby Boomers, Generation X, Millennials, Gen Z, and Generation Alpha.

On the surface, this seems great. It just means we have more talent in the workplace, right? Well, in actuality, a multi-generational workforce poses a major challenge for HR leaders—a challenge to ensure each and every one of these generations feels like they belong.

We also began to realize the teenagers starting their summer internships and the recent college graduates, just beginning their careers, have different needs than their older colleagues. Many of our millennial employees are looking for promotions. Our older employees are planning their lives after retirement. Thus, their needs look different—some prioritize competitive salaries and flexible schedules, while others want career development opportunities and retirement benefits.

In 2025, let’s continue talking to our employees of all ages. Let’s ask what they’re looking for in their careers. And let’s continue tailoring the benefits we offer.

The Rise of Artificial Intelligence—with a Human Element

For years, we heard this daunting idea: “One day, robots will take over our jobs.”

This year, I witnessed HR leaders stop letting that fear paralyze them … and start opening their minds to the benefits of generative AI.

Organizations have slowly started to implement and use AI—not to replace humans, but to enhance the employee experience, increase productivity, and drive innovation.

I couldn’t be more proud of HR professionals for doing so. But we still have a long way to go. Only about 1 in 4 organizations are using AI to support HR-related activities. In 2025, let’s try to increase that number—all while ensuring human intelligence and empathy remain at the forefront of our work.

Civility and Empathy—the Leadership Imperative

Speaking of empathy—one of the greatest lessons of this year has been the growing need for empathetic and civil leaders. In a world that often feels divided, the ability to lead with compassion has never been more important. You’ve stepped up to the plate, fostering cultures where respect and inclusivity are non-negotiable.

As we move into 2025, let’s double down on these efforts. Let’s make civility the foundation upon which thriving workplaces are built. In 2024, we achieved more than 1 million civil conversations. Now, the goal is even greater: to ensure every conversation, from the boardroom to the corner desk, is a civil one. And empathy? That’s the key to unlocking the potential of every individual on your team.

Prioritizing Mental Health and Well-Being

Mental health awareness took center stage in 2024, and rightfully so. From implementing wellness programs to offering flexible work options, we’ve made significant strides in destigmatizing mental health conversations.

But there’s more work to be done. In 2025, let’s commit to expanding mental health resources and creating environments where employees feel supported, seen, and valued.

Looking Forward to Skills-Based Hiring

As we address skills gaps across industries, the shift toward skills-based hiring has gained momentum. This year, SHRM has focused on helping organizations prioritize potential over credentials, and I couldn’t be more proud of the progress we’ve made. The future of work depends on our ability to adapt and invest in our people, and I’m confident HR will lead the way in this transformation.

Concluding Thoughts

As we look ahead to 2025, I have never felt so optimistic. Together, we’ve built a foundation that will carry us into the future—one that is inclusive, innovative, and rooted in empathy. HR professionals like you are at the heart of this movement, and I couldn’t be more honored or excited to continue this journey with you.

Thank you for your unwavering dedication, leadership, and commitment toward making workplaces better for everyone. Again, I am in awe of and grateful for each and every one of you.

Here’s to an even more impactful year ahead.

Yours in service,

Johnny C. Taylor, Jr., SHRM-SCP

President & CEO, SHRM