The pace of workplace transformation hasn’t slowed and 2025 proved that HR leaders are navigating a new era defined by AI acceleration, shifting employee expectations and rapid labor-market change. As organizations look ahead to 2026, HR leaders will be faced with a new list of priorities. As they look to solve the challenges ahead, HR leaders will have to effectively personalize the employee experience, leverage new technology and empower employees to continue growing if they plan to drive success for their organizations in the new year.
Personalization for Employee Retention
As the workforce continues to skew younger and technology delivers increased personalization in all areas of life, employees will also be expecting a personalized experience at work. According to a report from HUB International, 73% of employees say they would be more likely to stay with their current employer if offered a comprehensive and personalized benefits program.
To retain their people, employers need to shift toward greater personalization, where opportunities and benefits are tailored to the individual rather than standardized baseline health and financial benefits. People leaders should invest in expanding mental health benefits and even look into investing heavily in upskilling and reskilling programs that keep employees engaged and catapults growth through the organization.
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Get Technology On Your Side
Technology has revolutionized the workplace and continues to have an impact on employer-employee relationships. Employers now have more data on employees than ever before. This wealth of information enables them to anticipate and address retention risks before they escalate. Information is power and with it, employers can recognize patterns and trends that can drive retention in high-turnover fields while creating an authentic workplace culture that turns employees into brand ambassadors.
While relying on data and technology to avoid high turnover rates, people leaders should also think proactively about additional ways technology can improve their retention strategies. By increasing two-way engagement that highlights contributions and makes employees feel heard, companies can help their people feel connected to the organization’s purpose.
Leaning Into Human-Centered, High-Value Strategies
With AI and automation permeating all aspects of organizations, roles and responsibilities will shift to focus on outputs that technology can’t replicate. Employers should build a culture that encourages employees to work with AI instead of compete with it. This means automating routine tasks to free up employees for time-consuming but high-value projects.
To support this collaborative shift, companies should also invest in long-term upskilling and reskilling strategies. According to Stanford’s HAI AI Index Report , HR postings requiring AI skills are up by 66%, with marketing up 50% and finance up 40%. This surge reflects a cross-industry shift toward AI use, making training essential. Employers should proactively support employees by offering AI education and hands-on opportunities to integrate new tools into their workflows.
Ultimately, success will hinge on how effectively humans and AI collaborate to drive innovation, strengthen retention and help employees envision how their roles will evolve.
Looking Forward
The organizations that will lead in 2026 are those that take a holistic approach to retention by balancing personalization and using technology to deliver an authentic workplace experience. By tailoring benefits and prioritizing long-term retention strategies, people leaders can create environments where employees feel valued and empowered. In workplaces that support growth and authenticity, retention comes naturally.
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