26 Top HR Buzzwords to Know in 2026

A Guide to Emerging Workplace Trends Reshaping People Strategy, Technology, and Leadership 

Employees are quietly resisting return-to-office mandates. Top performers are bringing their own AI tools to work. Workforces are staying put, but engagement tells a different story. And productivity keeps vanishing into a maze of overlapping tools and endless meetings about work rather than actual work.

The workplace is shifting faster than most organizations can adapt, and the language we use to describe work is scrambling to keep up. To uncover the buzziest HR words defining the industry, we started with AI, asking ChatGPT, Perplexity, and Claude. Then we combed through HR publications, social media trends, and Google Trends data to add, edit, and verify the terms that are actually gaining traction. 

These 26 HR buzzwords capture the most significant workplace developments for 2026. From how AI is reshaping hiring and team structure, to why flexibility has become non-negotiable, to the subtle ways employees signal burnout, resentment, and disengagement. Some terms describe innovations worth embracing. Others are warning signs of cultural breakdown. Many represent tensions still being negotiated between organizations and their people.

Understanding these buzzwords means understanding the forces reshaping your organization: the technologies changing how decisions get made, the policies triggering resistance, the behaviors signaling deeper problems, and the strategies helping organizations stay competitive in a disrupted labor market.

This isn’t a glossary. It’s a field guide to what’s ahead in 2026 and what you can do about it.

1. Agentic AI

Artificial intelligence systems that can make independent decisions, plan actions, and learn from outcomes with minimal human input. 

Agentic AI goes beyond automation that follows set rules. “Unlike traditional AI-powered solutions that primarily analyze data and provide recommendations for human users to act upon, AI agents can perceive context, make decisions, take actions and continuously learn from interactions,” shares HR Executive. 

Agentic AI can complete an entire task, unlike automation. For example, agentic AI for HR could source candidates, conduct outreach, screen résumés, rank candidates, and conduct initial screening for a recruiter to review.

Why It Matters for HR Leaders
Agentic AI will reshape how HR makes decisions. It will deliver efficiency and insight, but also raise questions about transparency, accountability, and bias. 

Interest in agentic AI has surged across HR tech as vendors integrate agentic models into hiring, learning, and talent analytics platforms. HR leaders must understand not only how these systems function, but also how to select quality AI agents and govern them responsibly. 

Actionable Strategies 

• Create clear governance policies defining where AI can act independently.
• Train HR teams on data literacy and algorithmic accountability.
• Communicate openly about AI use to maintain employee trust.
• Use agentic AI to enhance, not replace, human judgment.

2. AI-Washing

Overstating or misrepresenting the intelligence of HR technology tools to make basic automation appear more sophisticated than it is. 

AI-washing happens when vendors market simple automation or rules-based platforms as “artificial intelligence” to capitalize on AI hype. According to Built In, AI-washing can be identified by looking for the lack of specifics about how the technology works, overpromising results, a gap between capabilities and performance, and a lack of validation from industry experts or credible organizations. 

Why It Matters for HR Leaders
As HR adopts more AI tools, understanding what’s real versus hype is crucial. Due diligence in vendor selection and model auditing is now a critical HR responsibility. Buying AI-washed products wastes money, risks compliance breaches, and can introduce unverified bias into decision-making. AI-washing also undermines the trust needed for the successful adoption of AI tools.

Actionable Strategies 

• Require vendors to provide validation studies and explainability reports.
• Train HR staff to assess AI claims critically.
• Choose solutions grounded in I/O psychology or proven data science.
• Build an internal AI ethics committee for procurement review.

3. Algorithmic Gatekeeping

When automated systems filter candidates or make decisions using opaque criteria, potentially amplifying bias. 

Algorithmic gatekeeping occurs when AI résumé screeners, ranking tools, or assessment systems filter candidates or make decisions without transparency into how those decisions are made. When not monitored closely, these AI solutions can perpetuate bias at scale. 

Why It Matters for HR Leaders
Algorithms now shape who gets seen, interviewed, and hired. Without transparency, organizations face fairness, compliance, and diversity challenges. Which, in turn, can contribute to overlooked talent and pipeline challenges. HR must ensure algorithms enhance equity, not encode discrimination, and maintain compliance with the growing number of regulations and laws in the US and Europe protecting against biased algorithms.

Actionable Strategies 

• Audit all automated decision tools annually.
• Partner with vendors that provide bias testing and documentation.
• Maintain human review checkpoints in hiring workflows.
• Educate hiring managers about algorithmic transparency.

4. Career Catfishing

When candidates or employers significantly misrepresent themselves during the hiring process. This can range from embellished résumés and AI-polished portfolios to unrealistic job descriptions or misleading employer branding. 

Why It Matters for HR Leaders
The rise of AI has accelerated concerns about authenticity in hiring. Recruiters report more instances of “too perfect” applications, inconsistent interview performance, or misalignment between claimed experience and demonstrated capabilities. At the same time, candidates have called out companies for overselling roles, leading to trends like “shift shock.”

According to a poll from Monster, 79% of workers say they’ve been “catfished,” and 13% of workers admit to career catfishing. Career Catfishing undermines trust, increases hiring risks, and leads to mismatched expectations, which is a major driver of early turnover. HR is responsible for balancing candidate experience with robust verification and ensuring that the organization is equally transparent and honest during the hiring process.

Actionable Strategies

• Use structured, skills-based assessments to verify capabilities.
• Integrate work samples, simulations, or job previews into hiring.
• Document and share realistic job expectations with candidates.
• Encourage hiring managers to align interview messaging.

5. Conscious Unbossing

Intentionally deciding to avoid formal management and leadership roles, particularly by Gen Z.

WorkTango adds, “it’s not about lacking ambition or simply opting out. Instead, it’s a proactive move to protect mental health and maintain a healthier work-life balance.”

Why It Matters for HR Leaders
The conscious decision to steer away from management and leadership roles reflects Gen Z’s willingness to diverge from the paths previous generations have taken to redefine what it means to be a leader and prioritize well-being over climbing the corporate ladder. This is a call to HR leaders to rethink their leadership models and develop more human-centric, flexible workplaces. New strategies are needed to avoid leadership gaps and retain this generation. 

Actionable Strategies 

• Redefine leadership to focus on empowerment, not top-down hierarchy.
• Enable employee autonomy and personalized development focused on skills.
• Measure outcomes, not inputs, to judge performance.
• Build a trust-based culture that values collaboration, transparency, and flexibility.

6. Copilot Culture

When employees are encouraged to use AI as a “copilot” to enhance their work.

Copilot Culture is a term that captures the growing collaboration between humans and AI at work. AI copilots suggest, augment, and accelerate—not replace—human decision-making.

Why It Matters for HR Leaders
75% of global knowledge workers now use AI at work, with 78% bringing their own AI tools because they can’t wait for official adoption. As tools like Microsoft Copilot and ChatGPT integrate into everyday workflows, AI copilots are changing how teams communicate, create, and make decisions. 

For HR, that means upskilling employees to ensure they are comfortable, capable, and confident using AI as a partner and implementing policies for AI usage. Additionally, HR must ensure that AI adoption supports, not replaces, people. Including HR teams themselves, according to HR Digest. Whether HR acknowledges it or not, Copilot Culture is taking hold in workplaces globally and requires oversight.

Actionable Strategies 

• Create AI literacy programs to teach employees how to collaborate with copilots.
• Define clear policies for accountability between human and AI contributions.
• Encourage experimentation while maintaining ethical safeguards.
• Use AI copilots to streamline routine HR tasks, freeing up time for strategy.

7. Ethical AI

Developing, selecting, and using AI systems in ways that are fair, transparent, accountable, and safe. 

In HR, ethical AI focuses on preventing bias, protecting privacy, ensuring explainability, maintaining compliance, and using AI to enhance, not harm, human decisions and experiences.

Why It Matters for HR Leaders
HR is one of the most sensitive areas for AI use, and AI regulation and scrutiny are increasing globally. In the U.S., individual states are passing legislation, while Europe is protected by the EU AI Act. As regulations evolve, HR is responsible for knowing how AI tools make decisions and how those decisions affect people to stay compliant. 

Ethical AI practices help ensure compliance, reduce legal risk, protect diversity, and build employee trust. It is a cornerstone of responsible HR tech adoption, no longer an optional consideration.

Actionable Strategies

• Vet AI tools for fairness, validity, and transparency before adopting.
• Require vendors to provide documentation, explainability, and bias testing.
• Educate HR teams and managers on appropriate AI use and limitations.
• Maintain human oversight for all people-impacting decisions.
• Create internal governance frameworks that align with regulatory standards.
  

8. Futureproofing

Preparing employees, teams, and organizations for long-term success in the face of technological, economic, and skills disruption. 

Futureproofing involves proactively building capacity through reskilling, upskilling, flexible structures, and data-driven workforce planning.

Why It Matters for HR Leaders
Disruption cycles are accelerating. AI, new skill demands, shifting job design, and demographic changes mean HR leaders must think beyond immediate needs and consider what roles, skills, and structures will be required years from now. Futureproofing has become a central concept in HR strategy.

Whereas futureproofing used to “mean recruiting top talent and offering competitive benefits. Today, that definition is about as relevant as a fax machine. In a time of constant technological disruption, the meaning has fundamentally shifted toward ensuring employees have the skills to navigate perpetual change — particularly as AI reshapes virtually every role and function,” shares WorkLife. Futureproofing keeps organizations competitive and employees employable.

Actionable Strategies

• Adopt a skills-based approach to mapping current and future capabilities.
• Invest in continuous learning with pathways for employees to upskill and reskill regularly.
• Use predictive analytics to anticipate workforce needs, emerging roles, and attrition risks.
• Encourage mobility and experimentation. Internal gigs, rotations, and cross-functional projects build future-ready talent.
• Align and gain buy-in from leadership on long-term workforce design. 

9. Fractional Hiring

Bringing in highly skilled individuals, often senior leaders, on a part-time or contract basis rather than as full-time employees. Fractional executives (e.g., fractional CEOs, CMOs, CFOs) provide expertise without long-term headcount cost.

“Fractionals are typically paid on a monthly retainer, meaning $X,000 per month, for a set commitment of hours. This is important because fractionals are an embedded resource on the team. This isn’t meant to be a one-off project with a fixed cost (which also differentiates fractionals from freelancers),” explains FractionalJobs.

Why It Matters for HR Leaders
Fractional models offer flexibility, speed, and access to specialized talent. Fractional hires help organizations fill skill gaps, support transformations, and maintain momentum during transitions. Organizations are increasingly turning to fractional leaders for strategic initiatives, interim coverage, and advisory functions, especially when navigating market uncertainty, digital transformation, rapid growth, or restructuring. For startups or scaling companies, fractional roles provide senior-level guidance at sustainable cost levels.

Actionable Strategies

• Identify where specialized or senior skills are needed temporarily.
• Define clear scopes and outcomes for fractional assignments.
• Integrate fractional leaders into communication and decision forums.
• Use fractional roles to upskill internal teams through shadowing or coaching.
• Track ROI and alignment with business priorities regularly.

10. Ghost Work

Ghost Work refers to two phenomena reshaping HR and the world of work:

1. Invisible human labor powering AI systems: a term coined by anthropologist Mary L. Gray referring to the data labelers, content moderators, and micro-task workers behind technology like AI.
2. Faking productivity: employees who pretend to be working (green lights on Slack, rapid-fire activity, or scheduled emails) but are actually disengaged or minimally contributing. Also known as fauxductivity, task masking, and productivity theater.
   

Why It Matters for HR Leaders
Ghost Work exposes deeper issues of transparency, authenticity, and trust across the talent ecosystem. For HR, it raises two major risks:

1. Ethical risk: As AI adoption accelerates, more HR and operations leaders are becoming aware that seemingly automated tools often depend on distributed human workers performing data-labeling, moderation, or other micro-tasks. Labor that is typically invisible in product marketing or procurement conversations. Companies using AI-powered tools may unknowingly rely on exploitation in their vendor supply chain. 
2. Cultural risk: Productivity theater indicates disengagement, burnout, or weak performance management systems. Hybrid and remote environments have created new cultural challenges, where employees may maintain digital presence while feeling disconnected, burned out, or unclear about priorities. A survey from Resume Now found that “more than half of employees (58%) admit they regularly pretend to be working, while another 34% do it occasionally.” And 92% of workers have job-searched during work hours. 

These parallel dynamics are prompting HR teams to think more critically about transparency, both in how AI tools operate and in how employee engagement is understood in increasingly digital workplaces. Managing ghost work well signals to employees, candidates, and customers that the organization is accountable and truthful.

Actionable Strategies
To address the dual challenges behind ghost work, HR must promote transparency in technology and authenticity in culture.

For invisible labor behind AI systems:

• Vet AI vendors for ethical labor practices. 
• Incorporate digital labor ethics into procurement. 
• Communicate openly about how AI works with employees. 

For internal ghost work and productivity theater:

• Shift performance management from activity toward outcomes. 
• Train managers to spot disengagement early.
• Normalize honest workload conversations to encourage teams to surface overwhelm, blockers, or lack of clarity before disengagement sets in.

11. Human-Agent Teams

Collaborative groups of people and AI, where AI works as a formal team member to achieve shared goals. 

Human team members will become “Agent Bosses” overseeing AI agents rather than people to expand workforce capabilities without increasing headcount. To be effective, human-agent teams will require defined roles and responsibilities.

Why It Matters for HR Leaders
“Leaders will for the first time be able to add intelligence—once a scarce and costly resource—to their organization without increasing headcount. Soon, all businesses will operate with collaborative teams of humans and agents,” shared Microsoft’s Chief Marketing Officer of AI at Work, Jared Spataro. 

As generative AI becomes embedded in decision-making and analytics, organizations are experimenting with hybrid intelligence. A recent study found that individuals working with AI performed as well as teams without AI, showing that human-agent teams can be as effective as human-only teams. To adjust to this reality, HR will need to consider how to onboard, train, and evaluate employees working alongside AI. Roles, team design, leadership skills, and workforce policies must also evolve to reflect human-AI collaboration.

Actionable Strategies 

• Identify opportunities to increase team capabilities with AI team members.
• Determine “AI team readiness” to gauge adaptability.
• Include AI collaboration metrics in engagement and performance surveys.
• Offer leadership development focused on managing human-AI teams.
• Communicate clearly about data ownership and accountability.

12. Human-Centered Hiring

Prioritizing fairness, empathy, transparency, and candidate experience throughout the hiring process. 

Human-centered hiring emphasizes understanding human strengths, motivations, and potential rather than relying on rigid credentials, automation, or volume-driven processes. Recruiting firm mum. adds, “Being human-centered means putting people ahead of process. It’s about deeply understanding individuals, not just ticking boxes on a job spec or seeing big numbers in your ATS. It means seeing people as individuals; their values, motivations, and impact on team dynamics, and their potential beyond the CV.”

Why It Matters for HR Leaders
As hiring is increasingly augmented by AI, keeping people at the center ensures that technology enhances, rather than replaces, human judgment. Many HR teams are integrating structured assessments, DEI safeguards, and guided AI tools that support better decisions without losing the human touch.

Human-centered hiring improves the candidate experience, reduces bias, and builds a strong employer reputation while still allowing teams to benefit from data-driven insights.

Actionable Strategies

• Build consistent, transparent hiring workflows supported by data.
• Train recruiters on empathy, structured interviewing, and bias mitigation.
• Use AI tools to support, not replace,  human decision-making.
• Provide realistic job previews and clear timelines to improve experience.
• Conduct post-hire feedback loops to refine the process continuously.

13. Hushed Hybrid

Bypassing company policies to work remotely more often than policy allows. 

Justworks calls it “a quiet rebellion” to RTO mandates. As RTO initiatives are more aggressively enforced, employees are taking the flexibility they want without permission.

Why It Matters for HR Leaders 

This stealth flexibility surfaced after initial RTO rollouts. As RTO initiatives continue to spread and more workplaces become less flexible on office presence, hushed hybrid has cemented itself.

This behavior reflects tension between autonomy and policy, a mismatch of expectations, eroding trust, and an increase in RTO backlash. HR must navigate this resistance by focusing on outcomes rather than attendance while rebuilding transparency and fairness.

Actionable Strategies 

• Measure results, not presence. Define success through outcomes.
• Solicit honest feedback on hybrid pain points and policy gaps.
• Provide flexibility frameworks that balance trust with accountability.
• Equip leaders to manage distributed teams effectively.

14. Internal Gig Economy

Offering short-term, project-based opportunities (or “gigs”) for existing employees to take on outside of their usual role. 

“Internal gigs help employees grow without leaving their company. Unlike external gig work that focuses on earning from various clients, internal gigs help develop skills and cross-functional experience within one organization. Employees can contribute beyond their job descriptions and maintain job security,” InFeedo.ai explains.

Why It Matters for HR Leaders
Employees crave mobility and growth without needing to leave the organization. Internal gig models help retain talent, build skills, and increase agility. Additionally, internal gigging increases flexibility, productivity, and drives more efficient resourcing, according to Michelle Sadden.

Actionable Strategies 

• Pilot internal gig programs focused on development and innovation.
• Use predictive people analytics and internal talent marketplaces to match skills to projects dynamically.
• Create recognition programs for internal contributors.
• Measure engagement and retention among gig participants vs. non-participants.

15. Job Hugging

Staying in comfortable roles for security rather than risking career change, usually due to economic anxiety, fear of layoffs and hiring freezes, or burnout. 

Mondo adds, “It echoes the sentiment behind quiet quitting, but with a twist: instead of disengaging and checking out, workers are staying engaged just not actively seeking change.”

Why It Matters for HR Leaders
With voluntary quit rates hitting their lowest point since 2016, steep drops in job openings, inflation outpacing wage growth, and job hopping no longer paying off,  job hugging reveals how fear is reshaping the job market. While retention is usually seen as a positive, when employees stay out of fear rather than motivation, engagement and performance can wane.  And recruiting top talent becomes even more of an HR challenge.

Actionable Strategies 

• Lead with transparency to increase employees’ sense of security.
• Encourage job shadowing, internal rotations, or internal gigs to increase growth opportunities.
• Listen to employee feedback and use engagement analytics to identify opportunities.
• Focus on your employer brand to increase your candidate pool when roles open.

16. Jobpocalypse

Large-scale loss of jobs, primarily entry-level, caused by AI and automation. 

The jobpocolypse conversation emerged in 2025 as research predicted the number and type of jobs that would be lost due to AI and automation, and organizations began large-scale layoffs and hiring freezes. 

World Economic Forum’s (WEF) 2025 report found that 27 million jobs will be displaced by AI. McKinsey added that:

• Up to 30 percent of hours worked across the US economy could be automated
• 12 million occupational transitions may be needed by 2030

With AI easily able to replace jobs that only require knowledge or book learning, but not experience, researchers believe many of the jobs lost to AI will be entry-level.

Why It Matters for HR Leaders
WEF highlights the paradox of the jobpocalypse. AI will eliminate 92 million jobs, but 170 million new jobs will be created. While some roles may disappear, most will evolve. HR’s challenge is ensuring no one gets left behind. Reskilling, redeployment, and workforce planning will prepare organizations for constant disruption. The organizations that adapt fastest will retain talent and a competitive edge.

Actionable Strategies 

• Conduct a skills gap analysis for critical roles.
• Partner with L&D to launch reskilling programs.
• Communicate transparently about AI’s impact on roles.
• Build workforce agility through continuous learning cultures.

17. Micro-Pettiness

Subtle acts of revenge that may go unnoticed by victims, but breed negativity and erode teamwork.

Coined by the podcasters of Mamamia and viral on TikTok, micro-pettiness is similar to death by a thousand paper cuts. Here are just a few of the acts shared:

• “I (fake) befriended him at work, gaslit him into thinking he’s way too good for here and he’s wasting his talents, kept sending him job offers, within 5 weeks he was gone”
• “I asked her often when she was retiring”
• “When I would overhear them talk about taking a vacation or day off I would immediately request the same days so that theirs would get denied”

Why It Matters for HR Leaders
Toxicity doesn’t always appear as big conflicts. Micro-pettiness often signals deeper morale issues or burnout. Addressing it early helps sustain healthy cultures and psychological safety.

Actionable Strategies 

• Train managers to recognize and address micro-behaviors early.
• Reinforce feedback cultures focused on curiosity, not blame.
• Use pulse surveys to detect drops in team trust.
• Celebrate collaboration and empathy in recognition programs.

18. New Collar Jobs

Roles that prioritize skills, rather than traditional four-year degrees. 

New Collar jobs fall in between “white-collar jobs, which often require a bachelor’s degree or higher, or blue-collar jobs, which are typically associated with manual labor and trade skills,” explains Monster.

Why It Matters for HR Leaders
Since former IBM CEO Ginni Rometty introduced this term back in 2023, the skills-first movement has accelerated, and degree requirements are dropping across industries. Focusing on capabilities instead of pedigree expands talent pools, improves diversity, and reduces barriers to hiring. It also aligns hiring practices with rapid shifts in technology.

Bootcamps, micro-credentials, and on-the-job learning programs help workers transition into new collar roles, while employers redesign job descriptions to emphasize the ability to perform.

Actionable Strategies

• Remove unnecessary degree requirements in job postings.
• Build a skills framework for hiring, development, and promotion.
• Use assessments, portfolios, or simulations to evaluate capabilities.
• Partner with nontraditional training providers (bootcamps, apprenticeships).
• Support internal candidates with reskilling and mobility pathways.

19. Predictive People Analytics

Using statistical models and machine learning to forecast workforce outcomes and trends so HR can act proactively. 

Instead of reporting what happened, predictive analytics forecasts what will happen. “By analyzing data related to areas such as employee turnover, performance, engagement, and recruitment, HR professionals can gain insight into potential future issues and opportunities within their organization. This allows them to make more informed and strategic decisions to address challenges and enhance the overall performance and well-being of their workforce,” shares Humaans.

Why It Matters for HR Leaders
This is how HR moves from reactive to proactive. Forecasts allow your team to prevent attrition, spot high-potential talent earlier, and align hiring with real performance drivers.

Adoption of predictive people analytics has exploded as HRIS platforms and AI tools integrate out-of-the-box models. People analytics vendors like Visier show how predictive insights are becoming table stakes for strategic HR, as well as candidate screening software built on predictive people analytics like Cangrade. 

Actionable Strategies 

• Start with one business question (e.g., predict first-year turnover, identify high-potential candidates) and build from there.
• Establish data governance and explainability standards before scaling.
• Upskill people leaders and HR’s business partners on interpreting and acting on predictions.
• Embed insights into talent processes (recruiting, development, succession).

20. Polyworking

Holding multiple jobs at the same time. The modern term for having a “side hustle.” 

Polyworking rose sharply with remote and hybrid work, which enabled more flexible schedules and asynchronous contributions. Financial pressure, along with the normalization of side hustles, has made polyworking more common. A report from Monster discovered that 47% of workers currently polywork, with 51% saying polyworking is essential to cover their basic cost of living.

Why It Matters for HR Leaders
Polyworking impacts availability, engagement, scheduling, and burnout risk. It can also be a competitive advantage: employees develop diverse skills, broaden their networks, and bring fresh perspectives back to the organization. The challenge for HR is ensuring clarity around conflict of interest, performance expectations, and well-being.

Actionable Strategies

Before addressing polyworking within your organization, determine your stance on it. Is polyworking hurting performance? Is there harm in leaving it unchecked? If so, emphasizing transparency and setting productivity goals might be warranted. No matter your approach, the following strategies will help manage this trend within your org:

• Monitor burnout risks through pulse surveys and manager check-ins.
• Offer internal gigs or stretch roles to reduce employees’ itch to take on a side job to develop new skills or experience a new challenge.
• Focus performance discussions on outcomes rather than hours.
• Benchmark your pay to ensure employees are paid fairly for their contributions.

21. Quiet Cracking

 “A persistent feeling of workplace unhappiness that leads to disengagement, poor performance, and an increased desire to quit,” defines TalentLMS, in its research that coined the term.

54% of employees experience Quiet Cracking. It is an evolution of burnout and quiet quitting, but different in that it doesn’t always result in exhaustion or leaving your position.

Why It Matters for HR Leaders
As workloads rise, teams stay lean, and job insecurity rises, many employees internalize stress instead of escalating concerns. This comes at the expense of engagement, productivity, morale, and retention. HR leaders are responsible for detecting and mitigating quiet cracking to prevent its impact on their organization.

Actionable Strategies

• Set realistic workloads, expectations, and staffing plans. 
• Train managers to detect “hidden burnout.” Early signals include loss of initiative, behavioral shifts, absenteeism, and signs of burnout, according to Namely.
• Create a culture of psychological safety where employees feel safe admitting when they are overwhelmed and asking for help.
• Build systems for recognition and listening to employees to reinforce engagement.
• Invest in training and development. TalentLMS discovered “Employees who received training in the last 12 months are 140% more likely to feel secure in their jobs.”

22. Revenge quitting

When an employee resigns deliberately and dramatically as retaliation for perceived mistreatment, unfairness, or accumulated frustration.

Revenge quitting differs from rage quitting in that it is deliberate, not driven by an emotional response, and from quiet quitting as it is sudden, not a gradual disengagement.

Why It Matters for HR Leaders
Revenge quitting exposes systemic failures in the workplace, including a lack of transparency, communication,  psychological safety, fairness, work-life balance, or recognition. Increases in RTO mandates are contributing to the 47% of workers who revenge quit. 

These exits can trigger team instability, cultural damage, and knowledge gaps that can be avoided. They can also damage your employer brand as employees increasingly share their quitting stories publicly (see last year’s Quittok trend).

Actionable Strategies

• Strengthen early feedback channels to catch issues before escalation.
• Train managers to address conflict promptly and constructively.
• Perform stay interviews and sentiment checks to identify brewing resentment.
• Create transparent, fair processes around workload, promotion, and recognition.
• “Offer flexibility, adds Upwork, “Flexibility helps prevent burnout and shows employees their time is respected.”

23. Revenge RTO / RTO Backlash 

Revenge RTO: Passive-aggressive acts of defiance from employees who disagree with RTO mandates, like coming in late, leaving early, or stealing snacks.

RTO Backlash: Employee pushback that follows return-to-office mandates.

Employees often view blanket RTO rules as micromanagement disguised as culture-building. “As many as 77% of employees believe that organizations are mandating working from the office because they don’t trust all employees to be productive at home—and with 81% of employers agreeing with this, their assessment is proven right,” finds Cisco’s 2025 Global Hybrid Work Study. RTO Backlash and Revenge RTO illustrate employee dissatisfaction with RTO policies and their attempt to regain control over their work environment.

Why It Matters for HR Leaders
“Companies with RTO mandates experience 13% higher annual turnover rates compared to organizations that embrace flexible work. The financial impact is staggering when you consider replacement costs typically range from 50% to 200% of an employee’s annual salary,” shared The Interview Guys.

“It’s not the underperformers who quit over RTO mandates. Research indicates that top performers are most likely to leave, because they have the most options and leverage in the job market,” they continue.

Misaligned policies and mandates can damage morale and retention and erode trust. As resentment brews, productivity, performance, DE&I, and reputation take a hit. 

The real question shouldn’t be where people work, but how the work gets done best. HR leaders are responsible for developing policies that balance achieving company goals with employee satisfaction and engagement.  

Actionable Strategies 

• Co-design hybrid norms with teams. Clarity beats rigidity.
• Create office spaces built for collaboration of in-person and remote workers.
• Train managers for distributed leadership and presence equity.
• Measure outcomes (quality, cycle time, NPS), not badge swipes.
• Use data to justify in-office moments (onboarding, innovation sprints).

24. Shift Shock

When a role is different from what the candidate expected. 

Shift shock describes the disconnect between what was promised during hiring and the reality of the job, from oversold postings to weak onboarding. Gusto elaborates, “Sometimes the job description doesn’t match the actual work. Or maybe the company oversold the role during interviews. Lack of training or support can also do it. You show up ready to learn and contribute, but instead you’re left confused or underused.

“It can also be cultural. Maybe the values don’t line up with yours. Or the work-life balance is way different from what you were led to believe.”

Why It Matters for HR Leaders
As workplace flexibility decreases, restructuring and layoffs are more common, and technology reshapes day-to-day work, shift shock is an increasing part of the employee conversation. 

Shift shock is a stop on the road to early attrition, which is expensive and avoidable. Workplace policies and roles change, but it is HR’s responsibility to ensure truth throughout the hiring process, including when a change may be on the horizon. This comes in the form of accurate job previews, consistent messaging, and early support.

Actionable Strategies 

• Use realistic job previews and team AMAs during hiring.
• Align interviewers on the same role narrative.
• Front-load clarity, community, and coaching in month one.
• Apply predictive fit to reduce mismatch risk pre-offer.

25. Task Masking

Appearing busy without delivering meaningful work. Also known as ghost work, fauxductivity, and productivity theater.

“Think: typing loudly, scheduling and attending needless meetings, or spending way too long scrolling through email. More often than not, it’s a product of a task-based workplace culture instead of one that emphasizes collaboration and innovation,” shares Atlassian.

Why It Matters for HR Leaders
If your culture rewards optics over outcomes, you get optics, not outcomes. The rise of remote work and RTO mandates has amplified “presence by activity.” Task masking flourishes in environments where RTO mandates have created surveillance cultures.

Task masking “signals that employees are not clear on what matters, don’t feel psychologically safe or aren’t confident in how their work contributes to outcomes. The cost is steep: Lower productivity, burned-out managers, poor engagement scores and missed business goals. “ illuminates Jamie Aitken in HR Morning. 

Actionable Strategies 

• Shift performance to value delivered (OKRs, customer impact), not badge swipes and time online.
• Reduce meeting load and status reporting bloat.
• Train managers to coach for priorities, not busyness.
• Protect focus time with team-level norms.

26. Workslop

Low-quality, poorly thought-through, or unnecessary work created by AI tools.

Workslop describes the “sloppy work” generated when AI is used without context, oversight, or a clear purpose, leading to a flood of content that looks productive but ultimately creates more confusion, rework, or administrative burden for teams. 

Why It Matters for HR Leaders

Workslop is everywhere. 40% of workers have received work slop in the last month and 53% admit to sending workslop themselves, according to a survey by BetterUp. Workers spend almost 2 hours dealing with each instance of workslop, which adds up to $186 per month per employee, or $9 million in lost productivity annually for an organization with 10,000 employees, shares Unleash.

Instead of making work lighter, poorly deployed AI sometimes multiplies effort. Leaders are increasingly acknowledging that productivity gains depend on how AI is used, not just whether it is available. HR leaders must rethink AI governance to help teams adopt AI responsibly and establish standards that protect clarity, efficiency, and quality of work. 

Actionable Strategies

• Define when AI should be used and when it shouldn’t, with clear expectations for accuracy, sources, and human review.
• Train employees on effective prompting for higher-quality outputs.
• Avoid over-automating notifications, tasks, or workflows that create unnecessary activity.
• Create team norms for AI collaboration.
• Measure when AI reduces workload versus when it generates rework and adjust accordingly.

From Buzzwords to Better Workplaces

HR language evolves because work does. These 26 buzzwords reveal what’s happening in organizations right now—not what we wish were happening or what looks good in a strategic plan. From these terms, three patterns have emerged: 

1. AI is already here, and governance is lagging.
   With Agentic AI handling complex tasks, Copilot Culture reshaping daily work, and Human-Agent Teams becoming the new norm, the question isn’t whether to adopt AI. It’s how to do it responsibly. Organizations moving from experimentation to governance will separate themselves from those still debating whether AI matters.
2. Flexibility battles are undermining trust.
   Hushed Hybrid, Revenge RTO, and RTO Backlash aren’t just buzzwords. They’re symptoms of broken trust between organizations and employees. What matters now is outcomes, equity, and designing policies collaboratively rather than by mandate.
3. Disengagement has gone underground.
   Ghost Work, Quiet Cracking, Task Masking, Job Hugging, and Micro-Pettiness represent employees who have checked out emotionally but not physically. They’re staying in roles out of fear, performing busyness instead of contributing value, or finding small ways to reclaim control. 

Where to Start

Adopt predictive people analytics to move from reactive to proactive. Identify attrition risks, high-potential talent, and skill gaps before they become crises.

Embrace skills-based approaches. New Collar Jobs, Fractional Hiring, and Internal Gig Economies all point toward moving from credentials and rigid roles toward capabilities and flexibility.

Audit your AI adoption and tech stack. Are you creating clarity or Workslop? Enhancing decisions or enabling Algorithmic Gatekeeping? The same technology that promises efficiency can multiply confusion when deployed without governance.

Rebuild trust through transparency. Whether it’s Career Catfishing during hiring, Shift Shock after onboarding, or Revenge Quitting at the exit, misalignment and broken promises drive people away. Human-Centered Hiring, realistic expectations, and Ethical AI practices aren’t nice-to-haves, they’re trust-building essentials.

A Final Question

If your organization’s practices were described using these 26 buzzwords, which would dominate? The positive, transformational changes or the warning signs?

These buzzwords aren’t just vocabulary. They’re signals about where power is shifting, where trust is breaking, and where innovation is emerging. Will you lead through them or be led by them?

Discover how Cangrade can help you navigate hiring and talent management in 2026. Request a demo today.

Missed our guide to the buzzwords that defined 2025? Find it here.