Thriving organisations start with inspired people. Empower employees by listening, learning and creating meaningful culture – Grace French explains
People development professionals and business leaders alike face an extraordinarily challenging landscape, battling stubbornly high inflation, interest rates, skills shortages and the looming threat of insolvency or liquidation. In England and Wales, more companies went bankrupt last year than during the 2008 financial crisis, highlighting the severity of the current economic climate. The impacts of major events such as Covid-19, Brexit, ongoing conflicts and political upheaval are still being felt, leaving many companies struggling to navigate an increasingly complex environment.
The companies that will thrive are those that recognise their people not as resources to be managed but as partners in innovation and success
The pressure on organisations has inevitably had a knock-on effect on their employees. A startling 32% of UK workers report low levels of resilience to stress, while only 23% of global employees are engaged in their work. This points to a disengagement and resilience crisis at a time when businesses need them more than ever to go above and beyond to fuel success.
Improving workplace culture is all too easily overlooked. The global economy is now paying the price for this oversight, underscoring the urgent need for a change to how companies approach their workplace environment.
Listen up
Many senior executives are skilled speakers, but how many truly listen? A study revealed that 46% of business leaders prefer giving practical advice over understanding their employees. Whilst communication is vital, it is ineffective if misdirected. Research by The Workforce Institute shows that 83% of employees feel unheard, leading to feelings of isolation and disengagement at work.
By listening carefully and considering feedback, employers can make informed decisions that reflect employees’ needs and avoid the risks of acting on assumptions.
Foster a culture of curiosity
A recent survey revealed that 90% of UK employees would leave their company within a year due to a lack of personal development opportunities. Employers must encourage employees to stay inquisitive by helping them explore roles beyond their usual scope, offering significant benefits at both individual and organisational levels.
Learning and development must be integrated into the fabric of the organisation at every level from day one, nurturing a unified culture with a strong sense of belonging. Crucially, leaders should model this behaviour by actively engaging in L&D themselves – you’re never done learning.
Be open to change and take responsibility
Employees increasingly value flexibility, belonging and meaningful work alongside their salary. Balancing extrinsic motivations (e.g. recognition, rewards) and intrinsic ones (e.g. personal growth, purpose) is essential. Being open to change is critical, as repetitive tasks can significantly impact motivation. In fact, 33% of employees cite boredom as a key reason for leaving their jobs.
To combat this, organisations must break up routines, adapt tedious tasks (for example, through automation) and actively engage with employees to build their ideal work environment. These steps boost motivation and drive success.
Inspire through management and wellbeing
All too often, leaders feel the need to appear invincible during tough times. However, this can create a divide and an “us and them” mentality. Being human by showing vulnerability and sharing strategies to manage challenges helps build relatability, resilience and trust.
Putting wellbeing first should be non-negotiable, especially during turbulent times. Senior executives can embed mental health priorities into organisational culture by:
- Sharing their strategies to support their own wellbeing.
- Establishing employee support pathways both inside and outside the workplace.
- Discussing how employees are feeling at the start of performance reviews.
By taking these steps, companies demonstrate genuine commitment to wellbeing, avoiding accusations of ‘wellbeing washing’. This matters because a recent study shows that most employers (68%) and employees (67%) believe too much responsibility is placed on employees to improve their own health and wellbeing, rather than on improving organisational culture.
Motivation to thrive
Navigating today’s economic and workplace challenges requires more than just survival – it demands a fundamental shift in how organisations value and engage their people. By listening attentively, fostering curiosity, embracing change and prioritising wellbeing, businesses can lay the groundwork for a resilient and motivated workforce.
The companies that will thrive are those that recognise their people not as resources to be managed but as partners in innovation and success. It’s time to move beyond short-term fixes and create workplace cultures that inspire, empower and sustain both employees and organisations through uncertain times.
Grace French is Head of Culture at Stand
