In a work world that has accelerated, gone virtual, and then tried to stabilize… one clear reality emerges everywhere:
- It’s not tools that are missing. It’s human connection.
- It’s not skills that are eroding, but clarity, trust, and collective drive.
And this trend is global.
Motivation Hasn’t Disappeared… It’s Fragmented
Across countries, a striking pattern emerges: Employees aren’t disengaged out of disinterest, but from exhaustion.
They still want to do well, but their energy is scattered:
- too many projects at once,
- constantly shifting priorities,
- lack of recognition or purpose.
The solution? Bring back human fuel — not just clearer to-do lists.
Mental Load Has Become Structural
Before, we spoke of occasional overload. Today, mental load is built into the workday:
- constant pressure,
- blurred work-life boundaries (especially with remote work),
- absence of real reset moments.
Breaks are no longer enough. What’s needed?
Rituals for mental lightening — spaces to sort, breathe, and refocus.
Cohesion Can’t Be Decreed
Talk about “team spirit” no longer lands. Employees — especially Gen Z — reject anything that feels forced or overly corporate.
What they expect:
- authenticity in interactions,
- safe spaces to speak up,
- shared projects with genuine impact.
In short, a team culture that’s lived, not just displayed.
Roles and Responsibilities: Too Vague or Too Rigid
Role confusion is a major source of tension. But too much rigidity kills adaptability.
The companies thriving today offer:
- clear boundaries,
- while allowing fluidity in initiatives.
This requires regular resets and open communication.
Purpose… Without the Gimmicks
The need for purpose has become foundational. But beware: employees don’t want “bullshit care.”
They want:
- a clear mission,
- consistent leadership,
- and tangible proof their work matters.
A foosball table won’t cut it anymore. What’s needed is consideration + usefulness + autonomy.
How This Plays Out by Culture
🇫🇷
France
- Trust is low by default.
- Lack of recognition is a recurring theme.
- Employees want dialogue, respect, and managerial fairness.
What works: sincere formats that value people, not just results.
🇦🇺
Australia
- Strong attachment to work-life balance.
- Expectation of caring, non-authoritarian leadership.
- High sensitivity to mental health and flexibility.
What works: human team rituals, clear but soft frameworks, active recognition.
🇺🇸
United States
- Culture of performance and “always more.”
- But also: extreme fatigue, disengagement, and “quiet quitting.”
New expectations:
- pragmatic well-being (no empty speeches),
- transparency on challenges,
- growth opportunities… without burnout.
In Summary: High-Performing Teams in 2025…
…aren’t the ones chasing productivity at any cost.
They’re the ones who:
- speak honestly,
- regulate collective pressure,
- and rebuild connection — even amid uncertainty.
Your Turn
In your company:
- What weak signals reveal human tension?
- Are there breathing spaces, or is everything built for “output”?
- Do your teams feel listened to — or just managed?