Go Back to All Blogs

Looking Ahead: Workforce Trends from 2024 and How to Stay Competitive in 2025

Evolve Systems
February 4, 2025
A diverse group of professionals collaborating in a modern office, representing workforce trends in hiring, retention, and workplace culture in 2025.

The food and beverage industry is no stranger to change, and 2024 brought plenty of it. From the push for in-office work to the rapid rise of AI and shifting workforce demographics, these trends reshaped hiring, retention, and career decisions. Now, in 2025, employers and job seekers alike must adapt to stay competitive in an evolving job market. So, what can we learn from last year, and more importantly, how do we take action in the year ahead?

What Shaped the Workplace in 2024?

While 2024 was a year of transition, several key themes stood out:

  • The return to office debate – Many companies moved away from fully remote models, requiring employees to return at least part-time. While some employees embraced in-person collaboration, others pushed back, with flexibility remaining a top priority. A Gallup study revealed that six in ten employees with remote-capable jobs preferred hybrid work, while 60% of fully remote workers said they’d likely look for a new job if required to return in person.
  • AI and automation reshaped roles – From administrative tasks to data analysis, AI tools became more integrated into daily work, increasing demand for tech-savvy talent. According to the 2024 Work Trend Index by Microsoft and LinkedIn, 66% of leaders said they are unlikely to hire candidates without AI skills.
  • Hiring in supply chain and health/wellness – Disruptions in global logistics and growing consumer demand for wellness products drove hiring in these areas. A recent report from Fonterra’s Nutiani, as reported by Food Dive, found that 67% of consumers consider health and well-being a top priority, even amid rising costs.
  • Compensation concerns and retention challenges – Salary dissatisfaction and limited career growth opportunities remained key drivers of turnover. A Visier survey found that 68% of employees would switch jobs for greater pay transparency—even if the salary remained the same.
  • Changing workforce demographics – As Baby Boomers retired, Gen Z professionals stepped into leadership roles, bringing new expectations for workplace culture, career development, and fair hiring practices.

These trends created a foundation for the year ahead, but how should employers and job seekers adapt?

2025 Action Items for Employers

Define and communicate work models clearly

Hybrid and remote work remain in high demand, and companies that fail to provide clarity risk losing top talent. Whether fully in-office, hybrid, or remote, employers should set transparent expectations and ensure policies support fairness and retention.

Even in industries like food manufacturing, where in-person roles are essential, companies can offer hybrid or remote options for non-production roles like management, HR, and marketing. While plant managers or supervisors may need to be onsite for operational tasks, they can often split their time, handling administrative tasks remotely while leveraging virtual tools to stay connected.

Employers that offer flexibility will also broaden their access to top talent. Many professionals prefer to stay near family, support networks, or established communities, making relocation less appealing. Companies that recognize these preferences and provide flexibility where possible will be better positioned to attract and retain high-caliber candidates.

Invest in AI and upskilling

AI isn’t replacing jobs outright, but it is reshaping them. Companies that proactively train employees to work alongside AI will gain a competitive edge. Yet, according to Microsoft and LinkedIn, only 25% of companies plan to offer AI training this year. Employers who bridge this skills gap through reskilling and upskilling initiatives will be ahead of the curve.

Strengthen retention strategies

Employee turnover is expensive. Replacing an employee can cost up to nine months’ salary, according to a recent Lano article, making retention strategies critical.

Employers should focus on:

  • Career development paths – Clear growth opportunities and mentorship programs.
  • Wellness and work-life balance – Mental health benefits, PTO policies, and flexible schedules are increasingly important. A Mercer report found that 46% of employees would trade a pay increase for additional well-being benefits, and a 2024 Voya Financial survey revealed that 72% would accept a lower salary for better health care coverage, including mental health benefits.
  • Competitive compensation – Salary benchmarking and transparent pay structures.

Embrace pay transparency and fair hiring practices

With new pay transparency laws in place, candidates expect salary ranges upfront. Employers that embrace transparency not only stay compliant but also build trust. SHRM reports that 70% of companies listing salary ranges see more applicants and 66% report higher-quality candidates. Companies should review compensation structures to ensure they’re positioned competitively and promote pay equity. Use tools like HR Dive’s tracker to stay informed about pay transparency laws and requirements in different states.

Prioritize Inclusive Hiring & Fair Workplace Policies

While the language around DEI is evolving, the core values of inclusive hiring, equitable pay, and fair workplace policies remain essential. Companies that uphold these values, regardless of formal programs, create workplaces where employees feel valued. This not only attracts top talent but also fuels innovation and performance.

Learn more about how diverse hiring drives success in the food & beverage industry.

2025 Action Items for Job Seekers

Clarify career priorities

Understanding personal work preferences, whether remote, hybrid, or in-office, is essential. Job seekers should assess roles holistically, considering flexibility, relocation requirements, and long-term career growth.

Leverage pay transparency for stronger negotiations

With more companies listing salary ranges, candidates can use this data to negotiate effectively and identify organizations prioritizing pay equity.

Invest in skill development

The demand for AI skills is growing, yet many companies aren’t providing training. Job seekers who take the initiative—whether through online courses, certifications, or hands-on learning—will stand out.

Evaluate total compensation, not just salary

Base salary matters, but wellness benefits, flexibility, and career development often outweigh minor pay differences. Candidates should assess the full package, including healthcare, PTO, and growth opportunities.

Assess Company Culture and Inclusion Efforts

Even as some companies reframe or scale back DEI programs, job seekers still prioritize workplaces that value fairness, inclusion, and equitable policies. Companies that uphold these principles—regardless of terminology—stand out as strong employers, offering environments where employees can thrive.

For a deeper look at diversity in the food and beverage industry, read here.

Moving Forward

2025 isn’t a year to wait. It’s a year to act. Employers must refine their hiring and retention strategies, while job seekers need to be intentional about career decisions. The companies and professionals that stay ahead of trends—by embracing transparency, developing key skills, and adapting to workforce shifts—will be best positioned for success.

Work With Us

Find Executive Talent

With decades of experience in food and beverage recruiting, we have the knowledge and connections to identify exceptional talent for your most critical roles. Connect with our team to discuss your hiring needs and learn more about our process.