What we’re leaving behind in 2025

Let’s leave behind “playing small” and “outdated technology” in HR this year.
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When we asked Sam what HR needs to leave behind in 2025, these were her top two:
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"Playing Small"
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“Our organizations need us now more than ever.” It’s time for HR to own its impact and ride the waves alongside the business.
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Outdated Technology
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Clunky, outdated systems aren’t just inconvenient—they’re a massive drain on lean HR teams.
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“Tech debt is real.” Upgrading tools is the key to transforming HR into a driver of efficiency—not a roadblock.

HR buzzword of 2025?

2025’s buzzword? She says it’s "AI" but with a twist.

Why AI?

"If you're not using it, you're behind," she explained. With AI integrated into both business operations and employee tools, it’s no longer optional.

But she has some words of wisdom for the people leaders out there:

• The best AI tools solve specific needs. Not every process needs disruption.
• AI is a tool—not a substitute for the uniquely human roles we play.
• Focus on tools that enhance productivity, not just the flashiest options.

"The opportunity is about using AI in ways that truly fit your business and empower your teams."

Applying “The One Thing” to your HR team's goals

Want to hit your People Team's goals? Apply "The ONE Thing".
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Sam loves to nerd out on planning and goal setting—so much so, she swears by "The ONE Thing" by Gary W. Keller and recommends it to anyone who will listen.
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Here are her four tips for applying its principles to your people team’s goals:
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Keep it focused
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"Your list really needs to be short in order to achieve depth." Limit yourself to five or fewer big goals to drive real impact while leaving space for the unexpected—something HR faces every day.
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Don’t overthink it
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Organizations often fall into analysis paralysis when setting goals. She said, “Sometimes you just have to pick the one thing that matters most—and say no to everything else to achieve it.”
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Balance proactivity and reactivity
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Plan strategically, but stay flexible. A shorter list of priorities helps your team adapt to unplanned challenges without feeling overwhelmed. “A long list of priorities puts strain on your team—and psychologically, it makes you feel like you’re behind."
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Collaborate for clarity
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Use onboarding or early planning periods to connect with staff, gather input, and test ideas. It’s about balancing what you hear, what you don’t hear, and your own instincts to chart the best path forward.

Why HR leaders are turning to multi-point HR Tech solutions

She has seen a shift in how HR leaders approach their tech stacks. The trend?

Moving away from single-point solutions and embracing multi-point systems that integrate seamlessly.

Here’s what she had to say about making intentional tech choices for your HR teams:

Start with the essentials

Your HRIS is non-negotiable. It’s the backbone for key functions like performance, compensation, learning and development, workforce management, and time and attendance.

“These core processes must be fluid.”

Leverage multi-point solutions

While a single-point solution can be effective for niche needs like surveys, she sees the future in multi-point systems. These solutions integrate specialized tools—like applicant tracking systems—into your HRIS for a seamless experience.

She said, “as long as it integrates with the mothership, we don’t have a problem.”

Comms tools are critical

Your email, messaging, and virtual meeting platforms are part of the HR tech stack too. They’re essential for keeping employees informed and safe, especially during emergencies.

“If you aren’t using those tools to their maximum benefit, then you’re behind.”

Make intentional choices

Whether you’re integrating tools or maintaining separate solutions, every decision should be deliberate. The goal? Less friction for your team and a better experience for employees.

"The most friction comes from unintentional choices—just maintaining what you’ve inherited instead of optimizing it."

Go listen to the full episode: YouTube | Spotify | Apple​
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See you next week!

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