The trend of not (blindly) following trends

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In most cases, the problem isn’t the tool or trend itself but the uncritical way it’s adopted. We often turn to these practices for their perceived universality, but in doing so, we risk losing sight of the complexities and unique challenges of the workplace. What starts as a well-meaning effort to streamline or innovate can end up creating confusion, frustration, and disconnection.

This phenomenon isn’t unique to HR. Think about social media: one day, someone starts cooking pancakes while discussing attachment styles, and it’s a hit. Soon, the platform is flooded with pancake tutorials, yoga routines paired with philosophical musings, and endless attempts to combine the unrelated into something viral. What once felt novel quickly becomes noise. The same is happening in HR.

Companies promise unlimited PTO, state-of-the-art equipment, and cultures that "feel like family." Yet, employees increasingly report feeling unmotivated, disengaged, and skeptical of these claims. Even organizations offering real value struggle to cut through the sea of sameness. Perhaps the way to stand out in 2025 isn’t to try to stand out at all—but to focus instead on substance, logic, and (real) authenticity.

The problem with following trends
Trends often appeal to the lowest common denominator dubai email list because they promise quick wins and easy fixes. But in doing so, they fail to address the complexities of human behavior and workplace dynamics.

That’s the paradox: the more we chase trends, the less meaningful our efforts become.

Let’s take a closer look at some of the trends we’ve been seeing—and will likely continue to see—and how they fall short when adopted without scrutiny:

Aptitude tests in selection
The idea of using aptitude tests in hiring is irresistible. Whether you need to hire dedicated developers or sales professionals, objective, scientific, data-driven testing seems like everything a company wants to be.

What exactly are we testing for? Are these tests aligned with the skills and qualities the role actually requires?

Too often, organizations adopt these tests as a badge of modernity without questioning their relevance. And here’s the thing: aptitude tests aren’t always as precise as we like to think. They measure indirectly, relying on proxies for intelligence or ability that can easily misfire.