Michael Page: Trust is the biggest HR challenge of 2025, and clarity is the solution

Organizations are struggling with a trust deficit, and that’s the main HR challenge that organizations are facing in 2025.

That’s according to new data from Michael Page’s Talent Trends 25 report.

The recruitment giant surveyed 50,000 professionals across the world and found that less than half had total or high trust in their organizations, while 11% had no trust, 12% said no low trust, and 28% cited average trust.

Credit: Michael Page.

Michael Page’s report found that there are tensions between employees and employers on issues, like productivity, remote work, AI and employee monitoring.

For instance, while 47% of workers think they are more productive when working from home, while only 14% of employers agree.

When it comes to AI, 45% using generative AI tools at work – this is a significant increase on the stat (30%) a year ago – but only one in four think that their employer is preparing them to work alongside AI.

One in three are using self-sourced tools, not employer sanctioned ones. This is a concern for data security, compliance, and business ethics, according to Michael Page.

Credit: Michael Page.

Clearly, organizations need to take action to close the trust gap – the question that remains is: where should they start? Let’s dig in.

Struggling with a trust deficit? Lean into clarity

In response to the trust deficit being this year’s biggest challenge, Michael Page’s research concludes that “a need for clarity” is the core theme of 2025.

It’s time for organizations to move from chaos to clarity – the employers that get this right will gain the competitive advantage.

While perhaps often underestimated, clarity is a strategic differentiator”, Sophie Gorvett, Operating Director, HR, Michael Page, exclusively tells UNLEASH.

Employees are adopting a ‘wait-and-see’ approach to job hunting, so the way to stand out is clarity and transparency.

As Gorvett states: “Candidates want certainty around values, policies, offerings, and job descriptions.

“Similarly, businesses want to avoid costly hiring mistakes.

“Clear communication benefits both sides.”

At the end of the day, “no employer can cater to everyone’s individual needs”, concluded the Michael Page report.

“However, by communicating your vision and values in response to the questions highlighted in this report, you can transform ambiguity into clarity, and build the foundation for a long-term, mutually beneficial relationship with your workforce.”

HR leaders, are you ready to be better at clarity and transparency and reap the rewards?