2025 trends from a counselor’s perspective
Sweeping changes to the workplace
Although 2025 has just begun, it can certainly be argued that we are experiencing rapid and sweeping changes at many of Seattle’s largest firms. I provide counseling to professionals navigating changes in this ever evolving landscape. Earlier this month consulting and media outlets provided their predictions for tech and information industries. Many of these predictions have already been realized by companies.
Here are my selections for the three most relevant trends impacting the mental health of tech and information workers, and what kind of support may be helpful for those facing these changes.
Trend 1: Return to office
Gallup, a workplace consulting and global research company, identified our current period as the “Great Detachment.” Like with 2021’s “Great Resignation” employees remain frustrated in their current roles, but now they are feeling stuck in a less mobile economic marketplace. There’s less opportunity to switch to a new company or job, and job satisfaction has not improved. Gartner states, “when employees feel detached from their work, organizational change initiatives are likely to meet indifference or resistance.” Forbes reaches a similar conclusion in their Workplace Trends for 2025, noting a need for corporations to shift to greater employee flexibility. This could include flexibility in working hours, location, and employer provided benefits.
Not addressing this feedback can continue to lead to decreased employee satisfaction and productivity, which will hinder the bottom line for corporations. In the counseling space, this trend can be helpful to contextualize the environment our clients are existing within. There is a feeling of stuckness, and many are experiencing a pendulum swing away from the freedom they felt a few years ago to resign and perhaps even take a break. This change in control or uncertainty regarding polices can translate to anxious responses.
Although Forbes advocates for greater flexibility, there are companies who are addressing the “Great Detachment” with less flexibility. Employers like Amazon require a return to in-person work. As Fox 13 Seattle reported with the start of the year, more than 50,000 Amazon employees were required to return to in-person work. As a resident of Seattle, the shift in traffic patterns and shopping patterns ripple into the lives of those not directly working at Amazon.
There’s grief, anger, and loss at increased commutes and unpaid time away from families and commitments outside of work. Many clients who identify as neurodiverse benefited from remote work policies which allowed them to best tailor their environment to their needs. This could include taking breaks, integrating more movement into their day, and not having to task switch as often with open office distractions. As counselors, we’re also experiencing shifts in when clients are available for sessions and if in-person or online is most supportive to their new routine.
The world’s largest advertising holding company, WPP announced this month it will require employees to be present in the office four days a week. This strict reversal in previous flexibility has led to a Change.Org petition with more than 19,000 signatures to date. Comments include the unnecessary financial and emotional demands of commuting, especially for employees who work on teams in other regions. Petition signers comment on resentment, added stress, and burden on personal lives.
Examples of organizing such as this can provide examples of how others are voicing their needs. As employers and employees navigate how much and little flexibility will be offered to address the “Great Detachment,” I anticipate clients seeking counseling to aid in how to channel how these changes are impacting their life, and what changes within their control they can make. There are opportunities for change and potential, and it may take creativity and support outside of your current network to make these changes.
Trend two: Layoffs
Outside the tech industry, REI Co-op announced the elimination of their Experiences division and the elimination of more than 400 roles within the company. Two weeks ago Redfin reduced their headcount by 46 employees.
Layoffs by nature are disruptive, not just to those directly impacted. Sure, they can provide an opportunity to recalibrate and start again. It is also terrifying to consider the loss of financial, healthcare, and social support. It perpetuates a scarcity mindset and is a reminder of the fragile nature of work.
Microsoft reported a small percentage of cuts spanning departments based on employee performance to CNBC. Lastly, Meta has also planned performance related layoffs impacting 5% of their workforce (or 3,600 employees).
Each company conducts and messages performance related layoffs in their own way. Sometimes though, the work we do in counseling can be to work through negative self talk or thought patterns related to work performance feedback (or layoffs) and self worth. As counselors, we work to dismantle the stigma in these situations and continue forward in life.
Trend three: Employee activism
Gartner, a tech research and consulting firm also identifies nine workplace predictions for HR leaders. The sixth trend is, “Organizations shift focus to inclusion and belonging with unexpected benefits.” They note increased political scrutiny on DEI initiatives. They predicted “workforce diversity will become a key consequence of successful inclusion and belonging programs, rather than the center of attention.” We’ve since seen this prediction realized at companies like Walmart, McDonalds, Amazon, and Meta dismantling their DEI specific initiatives.
Depending on your world view, the above paragraph may make complete sense, and no edits. Others see this as a major backslide and example of white supremacy continuing to make gains. The Assembly Required podcast further discusses this topic. It is exhausting and necessary to have opportunity, representation, and advocacy in our workplaces and within our communities. As counselors, we often sit outside organizations, but we do offer a place to process and reorient what our clients experience.
Gartner also identified, “Employee activism drives adoption and norms for responsible AI.” They speak of progressive companies strategizing and building AI capabilities and values aligned with their employees. We’ve seen this diverge in some instances with Meta’s changes in operations to end of their fact-checking program, as they move to more community moderation, similar to X.
Within my LinkedIn network, I’ve seen individuals posting about their very personal decisions regarding leaving or not pursuing roles at these companies because their values do not align with the direction of the company and its values or ethical choices. These former employees are making a choice and statement about the value they place in the contributions they make at work to be aligned with the world they live in.
It’s not uncommon to reach an ethical or values based crossroads at some point in your career. This can be transformative and send your life in a different direction. It can feel isolating and unknown, as there are often not many examples of how to navigate this change. Often clients arrive at counseling knowing something’s off, and together we explore values and together find sparks to something more meaningful and still able to meet their financial needs.
Conclusion
As counselors, having foundational knowledge about what our clients in tech and information workers are experiencing help contextualize their experience. It helps us be competent in the environment our clients are operating within. We then can more quickly turn precious session time to how these and other challenges are unique to our clients.
Whether it be return to office, layoffs, or value based dilemmas, there is a consistent theme of changes being forced upon workers. It can be a real loss of autonomy and exhaustion. Already detached workers are required to return to the office, despite doing their responsibilities from home for the past few years. Even being able to accomplish more with coworkers in different geographical locations. In light of layoffs, expectations and workloads increase. With changes to free speech, AI, and DEI initiatives, the tension between a company’s position and the individual position is heightened.
I have much empathy for anyone navigating these changes, on top of any other stressors they are experiencing. Changes to the workplace can be isolating, and sometimes bring about shame at not being able to navigate disruptions better. My hope is that counseling can offer an alternative form of support. In counseling we have the opportunity to reinforce how much each individual one of us matters and build unique support for them to live a meaningful life. I wish you well and much care as we navigate changes to the workplace in 2025.
