Horizon Point Consulting

Category: Next Generation Workforce and Workplace

We help individuals, organizations, and communities think innovatively about the next generation workforce and workplace. Read these forward-thinking stories and best practices from our work and lives.

  • Are We Paying Attention to Workforce Trends in 2025?

    Are We Paying Attention to Workforce Trends in 2025?

    If there’s one thing we know for sure about the workforce in 2025, it’s this: the pace of change isn’t slowing down. Between economic shifts, evolving employee expectations, and new technologies reshaping how we work, HR professionals and business leaders alike are rethinking what it means to build, develop, and retain a successful workforce.

    At Horizon Point Consulting, we work with employers across the Southeast, especially in Alabama, to navigate the practical realities of today’s talent landscape. From workforce development planning to leadership training and retention strategy, we’re seeing some key macro trends rise to the top. Here’s what you need to know about workforce trends in 2025.

    1. The talent shortage is still real but priorities are shifting

    According to SHRM’s 2025 State of the Workplace report, recruiting remained a major challenge in 2024, with 75% of organizations struggling to fill full-time roles. Burnout increased as existing employees picked up the slack, and while job openings have started to level out nationally, talent attraction still tops many HR priority lists.

    But in 2025, there’s a noticeable shift happening: organizations are pivoting from focusing solely on recruitment to prioritizing employee development and engagement. Leadership and manager development, learning and development, and employee experience are now top priorities for HR professionals and U.S. workers alike.

    This trend aligns with what we’re hearing in our work with manufacturing clients, school systems, and nonprofits across Alabama: once you get good people, you need to keep them—and help them grow.

    2. Employee development is now a business imperative

    ATD’s 2025 State of the Industry report confirms this shift. While learning hours per employee have decreased (down to 13.7 hours on average in 2024), investment in learning remains strong, with organizations spending an average of $1,254 per employee on direct learning costs. Coaching and mentoring are on the rise as preferred methods of development, especially in larger organizations.

    This focus on learning isn’t just about ticking a training box. It’s about preparing for the future of work, where adaptability, problem-solving, and leadership at every level are essential.

    If you’re not investing in your people, you’re falling behind.

    Looking for ways to boost employee development at your organization? Check out our blog post on 4 Ways to Get Unstuck with Professional Development.

    3. HR tech and analytics are essential to staying competitive

    Both SHRM and ATD highlight the growing importance of HR technology in driving talent strategies. When HR tech is effective, workers are more likely to view their HR departments as effective and they’re more likely to be engaged, productive, and satisfied.

    From applicant tracking systems and performance management tools to learning platforms and DEI dashboards, technology is enabling smarter, faster decisions. And in 2025, that data-driven approach is no longer optional, it’s essential.

    4. Job openings in Alabama are ticking upward again

    Here in Alabama, we’re seeing localized workforce shifts that mirror the national data. According to the U.S. Bureau of Labor Statistics, Alabama’s job openings rate rose from 4.6% to 4.9% between March and April 2025, indicating renewed demand for talent across industries.

    While our state has traditionally lagged behind the national average in some workforce metrics, the current labor market presents an opportunity for employers who are ready to adapt.

    Want to know how your compensation and benefits compare across the region? Read about the latest North Alabama Wage and Benefit Survey.

    5. A new era of leadership is needed

    Finally, as remote work stabilizes, AI tools evolve, and generational shifts accelerate, we’re seeing an increased demand for human-centered leadership. According to SHRM, poor management was cited by one-third of workers as a major reason for disengagement or intent to leave their job.

    Leadership development isn’t just a “nice to have”. It’s a must-have for organizational stability and culture in 2025. Leaders at all levels must know how to communicate, coach, and connect.

    Explore our approach to leadership development to learn how we help leaders build the skills needed for today and tomorrow.

    Moving Forward: What Should Employers Do?

    In the face of these evolving workforce trends in 2025, employers need to take a proactive approach. That means:

    • Investing in development: Create a culture of continuous learning through coaching, mentoring, and targeted upskilling.
    • Listening to employees: Employee experience and engagement are directly tied to retention. Don’t wait until your best people leave.
    • Getting strategic with HR tech: Use data and automation to improve efficiency, equity, and outcomes.
    • Developing your managers: They’re the glue that holds teams together and often the reason people stay or go.

    The bottom line? Workforce trends in 2025 are about much more than filling positions. They’re about creating environments where people want to stay, grow, and contribute.

    Let’s build those workplaces together.

    Need help navigating your workforce strategy in 2025? Reach out to us! We’re here to help you build a brighter future for your team.

  • Why Fewer Men Are Working and What Policy Can Do About It

    Why Fewer Men Are Working and What Policy Can Do About It

    We’ve written before about the decline in prime-age males in the workforce—and how this and other demographic trends are impacting overall labor force participation. We’ve also explored the research behind why fewer men in the U.S. are working today, a trend that’s been building for decades.

    This graph pretty much sums the issue up:

    So, what do we do about it?

    In a 2023 post, we shared a few ideas for what employers can do. But what about at the macro level? From a policy perspective, what might actually move the needle?

    Brad Wilcox, a professor at the University of Virginia, has a couple of ideas:

    1. Promote the Success Sequence

    We discussed this in our last post. Read all about it here. 

    2. Defund College, Refund Vocational Education

    In his book Get Married, Wilcox writes:

    “Not enough male teachers, too little recess, books that don’t speak to the male imagination, and intolerance for the boisterous spirit of boys in our nation’s schools are among many factors driving ‘the growing epidemic of unmotivated boys and underachieving young men’ in the education sector.”

    He continues:

    “Big education has also focused its spending and attention overwhelmingly on serving students on the ‘college track,’ a track now dominated by girls and young women. The Department of Education, for instance, spends about seventy-nine times as much money on colleges and universities as it does on vocational education in high schools and community colleges.”

    In short, our system is failing to equip many young men—especially those from poor or working-class backgrounds—with the skills, confidence, and purpose that come from learning a trade. This isn’t just about economics. It’s also about dignity, direction, and a clear path toward a stable, decent-paying job. Even some affluent young men would benefit more from hands-on work than from a traditional college path, as I’ve written about previously.

    Wilcox’s recommendation? Shift investment and prestige toward vocational and technical education.

    “Career Academies—high school programs that offer struggling students rigorous, career-oriented courses—have succeeded in boosting the earnings and marriage prospects of young men who succeed in them. Policymakers should lean into the success of Career Academies and other CTE models in high schools and community colleges by increasing funding and prestige for these programs.”

    Local Progress, National Opportunity

    I’m encouraged to see progress in this area locally—through both funding and community focus. But more is needed.

    We also need to engage strong, positive male role models earlier in boys’ lives. As Wilcox points out, there are far fewer male teachers than female teachers—especially in early education. Many boys are raised by single mothers, taught mostly by women, and rarely see men working in trades or industries that might spark their interest—if only they were exposed to them.

    The decline in male workforce participation has been slow and steady. Climbing out of it won’t be quick, but with thoughtful, long-term policy, it’s possible.

    And it’s not just a workforce issue—it’s a societal one. As poverty expert Ruby Payne has said, “If men aren’t employed, they are usually one or both of two things: lovers and fighters.”

    That reality runs counter to the success sequence—and leaves too many men incarcerated or disengaged rather than contributing meaningfully to their families, communities, and economy.

    So I guess I’ll wrap up by saying this: If we want to reverse the decline in male workforce participation, we need to rethink how we educate, support, and engage young men – starting early and continuing through career entry. It’s not just about jobs; it’s about purpose, identity, and belonging. Investing in these solutions today can lead to a stronger, more stable workforce (and a healthier society) for everyone.

  • The Success Sequence: Workforce Development Meets Poverty Prevention

    The Success Sequence: Workforce Development Meets Poverty Prevention

    The Alabama Legislature recently passed SB289, a bill supporting the teaching of the Success Sequence in all public schools. This three-step model offers a data-driven approach to breaking the cycle of poverty:

    1. Graduate from high school

    2. Obtain full-time employment

    3. Marry before having children

    The sequence is simple, but the order is essential. Research from Brad Wilcox and Wendy Wang found that 97% of millennials who followed this sequence were not poor in adulthood, further citing that is also the case for 94% of Millennials who grew up in lower-income families and 95% of those who grew up in non-intact families.

    Source: The Power of the Success Sequence for Disadvantaged Young Adults

    Education, Employment, and… Marriage?

    The relationship between education, employment, and poverty is widely studied (also, remember the Benefits Cliff?). However, marital and parental status is often overlooked, unless the discussion centers around childcare or workforce participation. But the data suggests we need to talk more openly about the order of life events.

    Raising children is hard and expensive, regardless of your educational level, job status, or marital situation. But raising children without a high school diploma, without full-time employment, and without a supportive partner makes the challenge exponentially harder. The hurdles compound and make it more difficult to escape poverty.

    How the Sequence Supports Workforce Participation

    Let’s zoom in on the middle step: employment.

    If you lack a high school diploma and have children without support from a spouse or caregiver, holding a job becomes significantly more difficult. You’re more likely to experience job instability, absenteeism, and burnout. For employers, this translates into higher turnover and less workforce reliability.

    While the model doesn’t say you must get married or have children, it suggests a strategic order if you do. Marriage before children, backed by education and employment, sets individuals – and their families – up for long-term stability.

    Why the Success Sequence Matters for Employers and Communities

    Promoting the Success Sequence isn’t just about preventing poverty. It’s also about ensuring a strong, stable workforce. When individuals follow this path, they’re more likely to stay employed, reducing turnover and increasing productivity.

    Supporting the sequence, whether through school programs, community education, or policy, could be a smart, proactive investment in both economic mobility and workforce development. The Brookings Institution in D.C. has been talking about the Success Sequence for over a decade. Maybe it’s time we pay attention.

    What Are Your Thoughts?

    Do you think the Success Sequence is a valuable tool in reducing poverty and improving employment outcomes? Should schools and communities promote it more directly? We honestly want to know. Drop us a line at info@horizonpointconsulting.com or fill out the quick poll below.

    Create your own user feedback survey
  • The Hidden Power of Place: Why Where You Live, Work, and Play Matters

    The Hidden Power of Place: Why Where You Live, Work, and Play Matters

    Join us in welcoming guest blogger Mackenzie Cottles! Mackenzie is on staff at the Shoals Economic Development Authority (Shoals EDA), and this week she’s sharing the story of Remote Shoals and why where you live matters. Now more than ever, we want to highlight opportunities for people to do meaningful, productive work that also allows them to lead full lives for their mental, emotional, and physical wellbeing. Thank you for sharing your insights, Mackenzie! 

    In today’s fast-paced world, many people prioritize career advancement above all else when making life decisions. While having a fulfilling career is undoubtedly important, where you live plays an equally—if not more—significant role in your overall happiness and well-being. The place you call home influences everything from your daily lifestyle to your financial security and mental health. Thanks to remote work opportunities and shifting cultural norms, individuals now have more flexibility to choose a living environment that best suits their needs.

    The Influence of Your Environment on Your Well-Being

    Where you live matters. Your surroundings have a profound effect on your mood, productivity, and overall happiness. Living in a place that aligns with your lifestyle preferences—whether that means access to outdoor activities, cultural experiences, or a lower cost of living—can greatly enhance your quality of life. For instance, someone who thrives in nature might feel stifled in a dense urban setting, while others may crave the energy and opportunities that big cities provide.

    Beyond personal preference, factors like community engagement, work-life balance, and social support play a crucial role in shaping life satisfaction. Research has shown that individuals who feel connected to their community tend to experience lower stress levels and higher overall happiness. Additionally, factors such as climate, access to healthcare, public transportation, and safety can have a direct impact on your physical and mental well-being.

    Career Success vs. Lifestyle Fulfillment

    A common misconception is that career success should dictate where you live. Historically, job opportunities have significantly influenced relocation decisions, often prompting professionals to relocate to major metropolitan areas. However, the rise of remote work has fundamentally changed the way people approach their careers and living situations. More than ever, individuals have the freedom to live where they truly want rather than being confined to high-cost urban centers for job opportunities.

    This shift has led many people to adopt a lifestyle-centric career planning approach, which emphasizes designing your life around what makes you happy rather than solely chasing professional titles. When choosing where to live, factors such as affordability, climate, recreational activities, and proximity to loved ones should be prioritized. After all, a high salary in an expensive city may not provide the same quality of life as a modest income in a more affordable, community-oriented town.

    How Remote Shoals Empowers Remote Workers

    The Remote Shoals program is an excellent example of how people can choose a location that aligns with their values and goals. This initiative offers up to $10,000 in incentives for remote workers willing to relocate to The Shoals, a vibrant region in northwest Alabama known for its rich musical heritage, thriving arts scene, and affordable cost of living. This program presents an incredible opportunity for professionals seeking a balance between a fulfilling career and a high quality of life.

    To qualify for Remote Shoals, applicants must meet the following criteria:

    • Earn at least $52,000 annually from a remote position
    • Self-employed or employed full-time by a company located outside The Shoals that will allow the applicant to reside in The Shoals for the Program Term (proof of employment will be required)
    • Commit to relocating within six months if accepted

    Any additional criteria can be found at remoteshoals.com/program-terms-and-conditions/

    By providing financial incentives and a supportive community, Remote Shoals enables individuals to build a fulfilling life in a place that offers both affordability and cultural richness. The program is particularly attractive for remote workers who are looking to escape the high costs of major cities and establish roots in a location that fosters a strong sense of community. Where you live matters! Applications are currently open, but the current round will close on March 31, 2025!

    The Benefits of Choosing the Right Place to Live

    Beyond financial incentives, relocating to a place that aligns with your values and lifestyle can lead to greater overall happiness. Some of the key benefits include:

    1. Lower Cost of Living – Many smaller towns and mid-sized cities offer more affordable housing, lower taxes, and reduced living expenses compared to major metropolitan areas. 
    2. Improved Work-Life Balance – Living in a place with access to nature, recreational activities, and less traffic can create a healthier balance between work and personal life.
    3. Stronger Sense of Community – Smaller towns often offer more opportunities to build genuine relationships and engage with the local community, resulting in increased well-being and social satisfaction.
    4. Less Stress and Better Mental Health – Avoiding the hustle and bustle of big-city life can lead to lower stress levels and improved mental health, ultimately resulting in a better overall quality of life.
    5. Opportunity for Financial Freedom – With lower living costs, individuals can allocate more resources toward savings, travel, or passion projects that enrich their lives beyond work.

    Conclusion: Where You Live Matters

    Choosing where to live should be about more than just chasing a job title. Your environment plays a significant role in shaping your lifestyle, financial stability, and mental well-being. Programs like Remote Shoals demonstrate how location flexibility can empower individuals to prioritize happiness, community, and a healthy work-life balance. By considering factors beyond just career opportunities, you can make a choice that leads to long-term fulfillment and success in both your professional and personal life.

    As companies reevaluate their remote work policies, many employees are being asked to return to the office—whether full-time or in a hybrid capacity. This shift can be particularly challenging for those who have relocated or grown accustomed to the flexibility of working from home. To navigate this transition, it’s essential to stay informed about company policies, maintain open communication with your employer, and proactively plan for your future. Programs like Remote Shoals offer an opportunity to build a supportive community that extends beyond the workplace, providing valuable networking connections and an enhanced quality of life. By establishing strong local ties and prioritizing personal fulfillment, remote workers can better adapt to career shifts while maintaining a sense of stability and well-being.

    Ultimately, your career should serve as a tool to enhance your life rather than dictate where you live. With the rise of remote work and relocation programs, you now have the power to craft a life that reflects your values, aspirations, and overall happiness. So, if you’ve been feeling confined by your current location, consider making a change—your ideal lifestyle may be just one move away.

    Create your own user feedback survey

    About Mackenzie

    Mackenzie Cottles is the Marketing & Communications Specialist at the Shoals Economic Development Authority, where she manages and coordinates the Remote Shoals program. After working with Remote Shoals participants to ensure their time in the Shoals and in the program is everything they hope for, Mackenzie knows that relationships are an essential part of achieving their goal of bringing life-long citizens to the Shoals community. Mackenzie holds a Bachelor of Science in Mass Communications with a focus in Public Relations and a minor in Marketing from the University of North Alabama.

    About Shoals EDA

    The Shoals Economic Development Authority (Shoals EDA) is a professional organization dedicated to economic development in Northwest Alabama, including Lauderdale and Colbert Counties. The Shoals EDA aids companies that are planning new or expanded facilities. The Authority serves as a point of contact to the network of private sector and local, state, and federal government entities that support a company relocation or expansion decision. It is organized as a public/private organization funded by local governments and area businesses.

  • My Six-Week Soul Sabbath

    My Six-Week Soul Sabbath

    When you think of a sabbatical from work, what comes to mind? I took a few minutes to write the first words that came to my mind. They were: breather, time off, soul rest, work-life balance and creative restoration.  As the newest member of the Horizon Point team, I was not as familiar with the term sabbatical like the rest of the ladies. 

    Rumor has it that in 2021 everyone was on Mary Ila’s back porch in a Monthly Mingle meeting, distracted, busy and burned out. A couple of our team members had been to the hospital with chest pains, and it was tangible how deeply everyone needed a “soul sabbath”. The next item on the agenda was sabbaticals for everyone. That meant 6 weeks of paid time off for mental, physical and spiritual restoration. The idea was that when everyone was full, they would be able to dedicate their best selves to the mission. Thus, the Horizon Point sabbatical was born.

    This year, for our second quarterly planning meeting, “Sabbaticals” was on the agenda. Apparently, everyone on the team had been busy juggling too many balls and the subject was brought up before we even got to it. Not being familiar with the art of sabbaticals, I had loads of questions. “So, we get paid for 6 weeks? You don’t check your emails? What about Insighlty-the CRM we use for our tasks? Are you sure?” Everyone on the team assured me that it was a wonderful experience and that it would be well worth it. So, I blocked off November 1-December 16th and as if I could read my own fortune, forecasted the most timely sabbatical I didn’t even know that I needed.

    You see, 8 weeks ago, I found out that I am expecting my second child. My husband and I had prayed for this baby, but I knew before trying that historically, pregnancy has not always been the easiest experience for me. Add in coming off anti depressants in July and the beginning of the perfect hormonal storm was brewed. Things that normally are a challenge or are exciting for me have invoked fear, and I could feel deep inside that I needed to be still. The next quote is from Mary Ila’s blog, The Surgeon General’s Warning and Professional Development.

    A week or so after the conversation with the pregnancy announcement, we have our monthly one-on-one. We talk through a lot of client work and potential work. It is kind of hectic. We have to call another team member in at one point to talk through an execution plan for a new client. 

    And as we usually do in one-on-ones, we spend some time talking about her professional development within the context of her needs and the company’s needs. 

    I can tell she is concerned about taking on too much during this season of her life where a new child will enter and in her current state where she just doesn’t feel good and she never knows when that may or may not hit. Thus are the joys of growing a human being inside you. 

    I think out loud and I can tell my thinking out loud may be overwhelming her. I even sometimes overwhelm myself with it.  

    So, I stop. I ask her to think about one thing she wants to grow in professionally. Just one.  I can tell she doesn’t want to stall her learning and growth, and she says as much, but she also wants some grace as she navigates what looks like a very different season coming up for her.  

    I don’t want her to stop learning and growing. I want her to continue to grow in her confidence and skills where she can continue to add value to the organization.  But I know she won’t do either of these things if she is overwhelmed. 

    I don’t think Mary Ila knew the impact that reading that in black and white had on me. During that meeting we discussed juggling too many balls but also the fact that there are bouncy balls and there are glass balls. Bouncy balls like professional development will do that just-bounce, but the glass balls like mental health are a little less resilient. So on my six week “Soul Sabbath” I plan to rest. Not to lay down (although that may be on the agenda too) but to rest my mind. To be still and to know. After all, God’s track record in my life is GOOD.

    If you are interested in learning more about how to create organizations where people thrive, please visit our Illuminate website at: https://horizonpointconsulting.com/illuminate/