Five HR trends business leaders will need to address in 2026
When people think of “Human Resources,” they’re probably not thinking of a constantly evolving discipline. “HR is just hiring, benefits, and payroll, right?” It’s a common sentiment, but it couldn’t be further from the truth. Artificial intelligence, a polarized political climate, and remote work are challenges that are affecting Human Resources, just the same as other disciplines.
I attended the Society for Human Resource Management (SHRM) annual conference, arguably the largest annual gathering of HR professionals. Over four days, industry leaders and experts discussed and answered questions about some of the most challenging HR issues facing organizations. Here are several trends and takeaways company leaders, HR pros, and even employees would benefit from knowing about.
1. Human Displacement Anxiety
Any organization worth their salt is working hard to retain talented employees while adopting new technology to increase productivity and efficiency. But, with the huge uptick of AI use over the past few years, anxiety from workers, especially those in creative and writing disciplines, has understandably arisen. That’s why it’s imperative for HR professionals and company leaders to assure them that AI platforms are just another tool in their arsenal, not their replacement.
At MarCom Group, we’re focused on training, upskilling, and reskilling employees to grow in this new space, not fight against it. With this mindset, as technology grows, so do our employees’ capabilities. Back in 2023, we chartered an internal AI committee to investigate new platforms our teams can use, and how best to implement them while making human agency a guiding principle. This is all part of our philosophy of discovery and innovation when it comes to new technology.
2. Policies, Not Politics
Keeping politics and personal opinions out of the workplace has always proved a challenge, but it’s become harder as of late. A quick look around shows this trend doesn’t seem like it’ll slow down anytime soon. When politics becomes the focus, organizations risk creating tension and division, which can lead to inefficiency and even gridlock.
With this mindset, as technology grows, so do our employees’ capabilities.
That’s why now more than ever, the HR leader must remain a neutral arbiter within the workplace. HR should prioritize policies over politics, ensuring workplace rules and decisions are rooted in fairness, compliance, and the organization’s mission. By focusing on clear policies that address specific workplace issues (such as benefits, safety, and privacy), HR professionals must work to create an environment where all employees feel secure and respected, regardless of the political atmosphere.
3. Training on Modern Workplace Messaging Platforms
One of the staples of remote work is messaging platforms. For some employees, communicating via Slack or Microsoft Teams is second nature. They may have already used these messaging tools in a previous position or in their personal life. But others may not have that experience and feel overwhelmed with the expectation that they should instinctively know how to use them. This can lead to messages being left unread, communication channels breaking down, and eventually, work not being done.
From an HR perspective, the best thing to do is not assume everyone has the same skillset and offer training on these tools. At MarCom Group, the IT Team recently offered a “Slack 101” training for any employees who feel they need it. This training included the basics of the platform, including how to set notification settings and navigate channels, as well as some tips on how to stay organized.
4. Employee Engagement in a Remote Workplace
Gone are the days of pizza parties and ping-pong tables as a measure of employee engagement. In a remote workplace, employees care more about meaningful work, connection, and recognition. Innovative strategies for engagement include:
- Virtual mentorship programs and cross-team collaborations.
- Flexible schedules to support work-life balance.
- Digital platforms that foster recognition and peer-to-peer appreciation.
Measuring engagement also requires new approaches. Pulse surveys, anonymous feedback tools, and performance metrics give HR practitioners valuable insight into how employees are truly feeling. Many remote-first organizations have already shown that when engagement is prioritized, remote teams can be just as, if not more, productive than traditional ones.
5. A Modern Recruitment Process With a Human Touch
The modern hiring process can be a bear for both applicants and HR professionals. With the increasing popularity of AI, it’s now being used every step of the way, from resume creation to applicant tracking and hiring decisions. This can lead to an extremely impersonal experience on both sides of the exchange.
The issue here isn’t that AI is being used; it’s how it’s being used. If your organization plans on using an AI Applicant Tracking System (ATS), it’s recommended to have a firm handle on how exactly it’s doing so. It may be worthwhile to “audit” your AI ATS by manually reviewing applicants that it has already looked at to see if you’re getting the results you want, i.e., was a candidate not considered by the AI ATS that you would have scheduled an interview with, or vice versa?
By combining this new technology with the same human-centered approach HR professionals have counted on for years, the hiring process can be a better experience for everyone involved.
The HR landscape is transforming, and the professionals who succeed will be those who balance innovation with empathy. From ensuring neutrality through sound policies, embracing workplace diversity, and fostering civility and engagement in virtual environments, HR is at the forefront of building resilient, inclusive organizations.
We as HR leaders must be both strategic and human-focused, guiding our organizations through uncertainty while championing the people who power them.
Interested in working with MarCom Group? Get in touch. We’re happy to discuss how our creative services can help solve your business challenges.
About the Author
Peyton Pacella is the Human Resources Manager at MarCom Group, a top-ranked advertising, marketing, and events woman-owned small business. A SHRM-certified professional, he oversees the company’s entire human resources program, encompassing more than 60 employees worldwide. During his career, he has seen firsthand the life-changing impact effective HR programs can have, and is committed to ensuring employees are provided the resources and support they need to succeed in the workplace. In his free time, Peyton enjoys the outdoors and proudly coaches varsity baseball at a high school in Northern Virginia.