Change is a constant in business, but 2025 presents unique challenges that require HR leaders to step up like never before. Many organisations are grappling with the complexities of return-to-office and remote/hybrid working policies, AI adoption, workforce restructuring, and even things like pay transparency and auto-enrolment.
These changes are happening against the backdrop of economic uncertainty, evolving employee expectations, and rapid technological advancements.
Change, when poorly managed, can lead to employee disengagement, high turnover, and operational inefficiencies. But with the right HR strategies and supports in place, organisations can ensure that change is smooth, strategic, and people-focused.
As Scott McInnes, founder of Inspiring Change, stated on episode 209 of The HR Room Podcast, “Organisations don’t change—people do.” This highlights the reality that no transformation will succeed unless the people affected are brought on the journey.
Why Change Management Fails: The Biggest Pitfalls
Despite the best intentions, many organisations fall into common traps when implementing change. Key barriers to successful change initiatives include:
- Lack of transparency: To put it simply, employees resist change when they don’t understand the reasoning behind it. As Mary Cullen, Managing Director here at Insight HR, put it, “If employees don’t understand the vision and their role in the change, they won’t engage with it.”
- One-size-fits-all approach: Change affects different departments and individuals in unique ways. A rigid approach fails to acknowledge the specific concerns and support needs of different employee groups.
- Failure to address workplace culture shifts: This is particularly relevant for changes like hybrid working and AI adoption. Employees who have been remote for years won’t easily readjust to office life unless their concerns are addressed. Employees who are sceptical about artificial intelligence will approach it much differently than those who use it every day.
- Ignoring emotional impact: Megan Power, HR Consultant at Insight HR, referenced the Kübler-Ross Change Curve on episode 208 of The HR Room Podcast, stating that “not all employees will move through the stages of change at the same pace, and they can move back as well as forward.” Understanding these emotions is key to successful change management.
The good news? We help organisations anticipate these risks, support employees, and ensure leadership alignment so that change sticks.
Today’s biggest change management challenges
The return to office challenge: balancing business needs and employee expectations
The shift from remote to in-office work continues to be a major source of tension in many organisations. This topic has been well-documented across various industries and organisations, with the Civil Service now being the most recent one in the spotlight.
HR teams must balance organisational goals, legal compliance, and employee retention risks while ensuring that changes in remote working, return-to-work orders and everything in between, are implemented fairly and effectively.
Key challenges include:
- Employee pushback due to lifestyle changes, longer commutes, and increased costs.
- Legal considerations around contracts, flexible working rights, and health and safety obligations. Useful resource alert – check out our recent discussion about WRC trends where we covered remote working!
- Rebuilding workplace culture while avoiding disengagement from employees who prefer remote work.
- Communicating the business rationale behind RTO policies with transparency and empathy.
- Training managers to support reluctant employees and prevent attrition.
- Redesigning offices and workplaces to facilitate the changing needs of the workforce e.g. collaborative spaces, video-equipped meeting rooms etc.
AI & automation: managing workforce transition and ethical considerations
AI and automation are transforming workplaces, but they also bring fear and uncertainty. Employees worry about job security, while businesses struggle with implementing AI ethically and effectively.
A recent a CIPD poll has found that almost two thirds of people (63%) would trust artificial intelligence (AI) to inform – but not make – important decisions at work.
Key challenges include:
- Upskilling and reskilling needs as AI takes over certain job functions.
- Employee anxiety and resistance due to lack of understanding of AI’s role.
- Employment law considerations around AI-driven decision-making, data privacy, and fair treatment in hiring and performance management, along with confusion about the scope of the upcoming AI Act.
- Holding transparent conversations about how AI will complement (not replace) human roles.
- Adjusting performance management frameworks to include AI-related competencies.
Kieran Gilmurray, AI & Digital Transformation Expert spoke to us about this and shared his advice on how to approach this change – “Although the potential uses for AI are endless, the way to embrace it and approach any transformation like this is actually rather simple – bring people along on the journey, inform them on what’s happening, and empower them to make the most of it.”
Restructuring & Workforce Changes: Navigating Legal and Ethical Complexities
Many companies are also undergoing restructuring due to economic pressures, mergers, impending tariffs or business transformations. Poorly managed workforce changes in this regard can lead to quite considerable reputational damage, legal risks, and declining employee morale.
From charities facing uncertainty over funding, and exporters facing worries around tariffs, to many industries facing redundancies from either external pressures or internal cost-cutting measures, we’re seeing restructuring hitting the headlines yet again.
Key challenges include:
- Redundancy planning and legal compliance with fair selection processes and consultation obligations.
- TUPE (Transfer of Undertakings Protection of Employment) complexities when businesses change ownership.
- Employee wellbeing and engagement, including stress, disengagement, and loss of trust in leadership.
- Workforce planning to ensure business continuity and skills retention.
- Supporting empathetic communication for affected employees.
- Helping leaders handle difficult conversations with confidence.
- Providing ongoing career transition support to maintain trust and protect employer branding.
Speaking about how we can help in this area, Mary Cullen, Managing Director here at Insight HR noted that, “Restructuring can feel overwhelming, but with the right approach, it doesn’t have to be. We help organisations navigate change smoothly and efficiently, ensuring every step is handled with expertise and care. Our tailored support means you’re not just ticking boxes – you’re making the right decisions for your business and your people.”
How Insight HR Can Support Your Organisation Through Change
At Insight HR, we understand that no two organisations experience change in the same way. Whether you’re transitioning back to the office, integrating AI into your processes, or navigating complex restructuring, our team of HR experts provides tailored support to ensure your business moves forward successfully.
We help organisations by:
- Providing strategic HR guidance to align change initiatives with business goals.
- Supporting leadership teams in effectively communicating and managing change.
- Ensuring compliance with employment law in areas such as redundancies, TUPE transfers, and flexible working arrangements.
- Offering training and coaching for managers and employees to navigate transitions with confidence.
- Developing custom change management frameworks that engage employees and build long-term resilience.
By taking a people-focused, legally sound, and strategic approach, we help businesses not only manage change but turn it into an opportunity for growth and improvement.
Real-world impact: How we’ve helped organisations manage change
Read how our team recently helped a company navigate business transformation, restructuring and redundancies with confidence and expertise.
In this case study we discuss the importance of:
- Strategic planning and preparation
- Employment law compliance
- Communication and consultations
- Addressing grief and emotional complexity
- On-the-ground support and practical tools
- An engaging process and enhanced support
- And more.
Make sure to also check out these other useful resources!
HR Room Podcast Episode 208 – Let’s Talk Change Management
HR Room Podcast Episode 209 – Change Management: Communicating Change
HR Room Webinar – Building A Change Management Strategy
HR Room Webinar – Change Management For Charities
How we can help
Are you facing any of the challenges we’ve mentioned? Would you like support and guidance to either plan, prepare or implement change in your organisation?
Insight HR are experts in leading change programmes. Our team can develop and run a change management programme so that you can not only meet your strategic goals but also achieve maximum value from the transformation.
When you engage with Insight HR, our team of experienced change management experts will design an effective organisational change programme based on your specific needs/challenges and assist you in the management of the change process.
We will work directly with the leadership team, offering guidance and advice from the outset to ensure proper planning is implemented.
Throughout the change process, we will also manage employee communications and enable employers to build trust both during and after the process.
If you need support with any of these areas, our team is here to help – so get in touch today!
Immediate support on your HR challenges 👉 0567701060 or info@insighthr.ie
What our clients say 👉 Insight HR & SIKA Ireland Limited
HR support when you need it most.
The Insight HR Team
