We knew this year would be a year of focus for HR leaders. With tighter budgets, evolving workforce expectations, and renewed urgency around retention, HR teams are under pressure to double down on the programs that truly make a difference for their people and their business.
To help leaders make informed, impactful decisions, we surveyed 293 HR and business executives across the US, UK, Europe, and Australia.
If you’ve read any of my recent blogs, you’ve seen snapshots of this data on leadership development and career decisions. This time, we’re zooming out to share takeaways from the full report: The five people programs delivering the most measurable impact in 2025.
While the companies surveyed were primarily small and mid-sized businesses, the insights are relevant for any HR leader looking to invest where it counts.
Here are the five HR priorities making the biggest impact in 2025, backed by data that leaders can use to build the case for strategic investment.
Onboarding is the most impactful HR investment
Thoughtfully designed onboarding experiences aren’t just about first impressions. They’re among the most powerful tools HR teams have to shape employee engagement, retention, and organizational clarity.
In fact, onboarding was rated the most impactful initiative across all program areas, with 90 percent of HR leaders reporting a positive effect, and 40 percent citing a significant improvement in outcomes.
Impact of onboarding initiatives
- Made things better: 51 percent
- Made things a lot better: 40 percent
- Had no impact or worse: Only 9 percent
Takeaway:
Great onboarding sets the tone. It enables new hires to contribute faster while surfacing early signs of misalignment that might otherwise go unnoticed.
The business impact is real: According to SHRM, people who report a positive onboarding experience are 69 percent more likely to stay with a company for three years. Early engagement pays off in lower turnover, faster time to productivity, and stronger team alignment.
Leadership development drives collaboration and performance
Leadership development continues to be one of the strongest levers for business impact, but not all programs are created equal. Structured tracks for high-potential employees led the way, with 83 percent of respondents citing positive impact, while emotional intelligence training and 360-degree feedback saw more mixed reviews.
Top-rated leadership initiatives with a positive impact:
- High-potential development tracks: 83 percent
- Crisis management and decision-making: 78 percent
- Leadership mentorship: 72 percent
By contrast, not all leadership development programs delivered the same level of impact. Emotional intelligence training, for example, received more mixed feedback. While 68 percent of respondents said it had a positive effect, more than a quarter (27 percent) reported that it made little to no difference.
Similarly, 360-degree feedback programs were seen as somewhat divisive. Although 23 percent said these programs led to significant improvement, 5 percent reported that they actually made things worse, suggesting that, without strong follow-through and a culture of accountability, these tools can fall flat or even backfire.
Takeaway
HR teams are moving beyond one-size-fits-all training to focus on leadership behaviors, performance accountability, and preparing future leaders with real-world readiness.
The business impact is significant: research shows that for every $1 spent on leadership training, businesses see up to $4.15 in return, with some analyses suggesting an even higher ROI. Employees with ineffective managers are five times more likely to consider leaving, highlighting the link between leadership quality and retention (as stated in the leadership blog referenced previously).
Skills development must be guided, not just offered
Skills development remains a high-impact area, but the format matters. The most effective approaches pair structure with personalization: 88 percent of respondents said coaching had a positive impact, compared to 70 percent for self-paced e-learning.
Impact of key skills development strategies with a positive impact:
- Coaching sessions: 88 percent (25 percent being significant)
- On-the-job training: 85 percent (20 percent being significant)
- Certification programs: 74 percent
- E-learning platforms: 70 percent had a positive impact, with 28 percent citing little or no impact
Takeaway:
People thrive when given structured guidance rather than being left to navigate skill development alone. HR teams looking to upskill their workforce should focus on mentorship, coaching, and practical application, not just access to digital courses.
The business impact is significant. According to The Josh Bersin Company, organizations that excel in employee experience are 2.2 times more likely to exceed financial targets, highlighting the ROI of investing in structured skills development programs.
Workplace wellbeing hinges on managerial engagement
Workplace wellbeing efforts are gaining traction. The most successful wellbeing programs involved direct manager participation, such as wellness check-ins and workload discussions. Passive strategies, like limiting after-hours communication or promoting vacation time, are less effective unless managers actively reinforce a culture of work-life balance.
Effectiveness of wellbeing initiatives with a positive impact:
- Regular manager wellness check-ins: 81 percent
- Work flexibility: 79 percent
- Limiting after-hours communication: 72 percent
- No-meeting days: 62 percent had a positive impact, with 10 percent reporting a negative impact
Takeaway
Wellbeing programs work best when embedded into everyday team interactions, not as standalone perks or one-off policies.
The business impact is significant: organizations that invest in employee mental health initiatives can see a return of £5 for every £1 spent, highlighting the ROI of embedding wellbeing into daily management practices.
DEI&B success relies on policy execution, not just awareness
While DEI&B has faced increased scrutiny this year, the data shows that structural policy changes, such as pay equity reviews, deliver the strongest impact. Initiatives like hiring quotas or awareness training were more likely to receive mixed feedback. HR leaders must ensure that DEI&B programs are supported by clear execution strategies, avoiding initiatives that feel performative or lack accountability mechanisms.
Top-rated DEI&B practices with a positive impact:
- Pay equity reviews: 76 percent
- Inclusive hiring panels: 73 percent
- Anonymous reporting channels: 56 percent
- DEI&B climate surveys: 56 percent said DEI&B had a positive impact, with 9 percent saying they made things worse
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Takeaway:
DEI&B initiatives succeed when they move beyond awareness campaigns to actionable policies with accountability mechanisms. HR leaders should focus on implementing systemic changes that drive measurable outcomes.
The business impact is significant: organizations with mature DEI&B strategies report an average 11.7 percent gain in market share over 12 months, compared to 7.7 percent growth among less mature organizations. Additionally, 71 percent of DEI&B leaders report that they usually beat their competitors to market, highlighting the competitive advantage of effective DEI&B execution.
Focus on what works
In 2025, HR leaders are expected to operate strategically. That means focusing their time and energy on the areas that deliver the greatest impact.
With clear data and insights like these, it’s easier to cut through the noise, align with business needs, and build smarter strategies, sharper priorities, and more confident conversations with leadership. The programs that succeed in 2025 will be focused, integrated, and outcome-driven. And they’ll earn their place as business-critical investments.
