Terry KS HP’s Work Relationship Index 2025 shows global work fulfilment at its lowest level, with trust in leadership and emotional connection emerging as critical gaps. The findings highlight a clear opportunity for organisations to redesign work culture and technology adoption to better meet evolving employee expectations.
MALAYSIA, 12 JANUARY 2026 – Work fulfilment has fallen to its lowest recorded level, according to HP’s Work Relationship Index (WRI) 2025, as employees worldwide reassess not only what they do, but how work makes them feel. The study found that only 20 percent of knowledge workers report having a healthy relationship with work, signalling a growing disconnect between organisations and their workforce.
Conducted across 14 countries and involving more than 18,000 desk-based employees, business leaders and IT decision makers, the index shows that workplace pressures are intensifying. Nearly two-thirds of employees said company demands have increased over the past year, while 45 percent believe their employers prioritise profit over people.
Despite the decline in emotional connection, the report points to a significant opportunity for employers. HP estimates that 85 percent of the factors influencing fulfilment are within organisational control, including leadership behaviour, communication practices, wellbeing support and access to effective technology.
High-performing organisations illustrate this gap clearly. Almost half of employees in these companies fall within HP’s Healthy Zone, where workers feel supported, recognised and equipped to do their jobs. In underperforming organisations, only 6 percent report a similar experience, reinforcing the link between fulfilment and business performance.
Trust in leadership remains a major concern. Fewer than one in five employees believe leaders model the behaviours they expect from others, while only a small minority feel safe expressing emotions at work. The data suggests disengagement is driven less by workload and more by weak emotional alignment with organisational culture.
These global trends are reflected in Malaysia’s labour market. Jobstreet by SEEK reports that more than one in five Malaysians are planning to change jobs, particularly in engineering and sales. Jobseekers are also raising salary expectations, while placing increasing emphasis on work-life balance, career development and meaningful benefits.
Local insights show that compensation alone is no longer enough. Malaysian talent is paying closer attention to leadership credibility, mental health support and long-term growth opportunities, with many willing to move if expectations are not met. Employers are being urged to redefine career growth beyond promotions, embed flexibility into everyday work culture and lead with greater authenticity and empathy.
Technology adoption is another critical factor shaping workplace sentiment. Malaysia’s digital investment surged to RM163.6 billion in 2024, and AI adoption is accelerating. HP’s study found that employees who use AI tools regularly report higher focus, productivity and confidence. However, only a quarter of knowledge workers currently use AI consistently, with many citing a lack of training or clear organisational strategy.
Without thoughtful implementation, these gaps risk contributing to anxiety and disengagement. The study argues that AI should be deployed as a tool to reduce friction and complexity, rather than a mechanism for control, with inclusive access and proper guidance for employees.
Looking ahead, HP’s findings suggest the future of work will be defined less by location or flexibility alone, and more by how people feel at work. This shift is especially pronounced among Gen Z employees, who show higher fulfilment when aligned with organisational purpose and supported by the right tools.
As competition for talent intensifies, organisations that prioritise trust, emotional connection and people-first leadership are likely to gain a decisive advantage. In an evolving digital economy, culture is increasingly becoming a core driver of performance and sustainability.