2026 Work Trends: What HR Leaders Need to Prepare For

Insights inspired by a Forbes expert roundtable

Forbes recently spoke with 10 workplace leaders about what’s coming next. Their answers point to five shifts that will shape how companies hire, lead, and retain talent in 2026. Here’s what matters most.

1. AI will rise, human skills will matter more

Automation will keep accelerating. That part is settled. What’s changing is what separates great employees from average ones. Experts agree that skills once labeled “soft” are becoming the real drivers of performance. Emotional intelligence, creativity, judgment, influence, and adaptability are now core business skills.

As AI handles more technical tasks, leadership depends on how well people communicate, make decisions, and build trust. Younger workers expect this balance. They value collaboration and empathy as much as technical ability.

Hiring is shifting too. Standing out no longer means competing with AI tools. It means showing real impact, telling a clear story, and proving results. Companies that invest in coaching and human development won’t just keep up. They’ll outperform.

2. Retention will depend on continuous feedback

Annual performance reviews are fading. They’re slow, stressful, and disconnected from real work. The feedback will be ongoing and built into daily workflows. AI will help flag moments when feedback is needed and prompt managers in real time. Feedback becomes normal. Not something employees dread once a year.

Retention will also hinge on alignment. Employees stay when their goals connect to the company’s goals. Managers will need to understand where people want to grow and offer stretch projects that support both sides. When that doesn’t happen, turnover follows.

3. Remote work will become a premium benefit

Return-to-office mandates are increasing. Hybrid schedules are tightening. For many workers, flexibility is shrinking. That shift changes the value of remote work. What was once common will become a competitive advantage. Companies that still offer true flexibility will stand out, especially to experienced and in-demand talent.

Offices will also evolve. Fewer desks. More collaboration spaces. Better tech to support meetings with both in-person and remote participants. Flexibility will focus less on where people work and more on when they work.

4. HR will be judged by scale and impact

HR budgets are under pressure. Every tool and program must earn its place. Leaders expect simpler systems, fewer platforms, and better adoption. One strong foundation beats five disconnected tools. Solutions that don’t scale or save time will disappear.

AI will take over much of the administrative work that slows managers down. Chasing updates. Collecting forms. Manual reporting. The value of HR will be measured by how much time it gives back to leaders so they can coach, support, and connect with their teams.

5. Skills will matter more than degrees, but degrees still pay

Skills-based hiring will keep expanding. More companies will invest in on-the-job training, bootcamps, and internal learning programs. College degrees will matter less for entry. They will still matter for earnings. Data shows that degree holders earn significantly more over time. Many workers will learn on the job while pursuing education in parallel to increase long-term pay.

For HR, this means clearer skill frameworks, better internal mobility, and stronger learning pathways.

The takeaway for HR teams is that 2026 is about balance: Technology with humanity, flexibility with structure, efficiency with growth.