Thriving in the future of work: Strategies for success

We’ve reached a point in time where change is constant – and organisations wanting to stay competitive must be proactive and adaptable to this uncertainty. Tech advancements, shifting workforce demographics and dynamic societal changes are all contributing to the ongoing change.

Forward-thinking companies are becoming more agile, adapting their strategies, employee engagement approaches and operating models to stay ahead. But within these transformations, one crucial element often gets overlooked – organisational culture. While it’s easy enough to foster a positive culture in the good times, it becomes a lot more challenging during tougher periods.

In this blog, we delve into some key strategies to help you foster a thriving organisational culture, drawing insights from industry research, our clients and HR professionals.

These insights have been shaped from a roundtable session in collaboration with Dayforce.

Understanding organisational culture

Often defined as ‘the way we do things around here’, culture is a powerful force shaped by the habits, norms and historic decisions of a group. A thriving culture acts as a strategic and competitive advantage, enabling quicker and more confident decision-making while mitigating risks. On the other hand, a toxic culture can undermine even the best strategies.

Why is culture important for your business?

Culture is a cornerstone of organisational success. The data speaks volumes:

• Companies with high employee engagement see a 21% increase in profitability.¹
• Companies with highly engaged employees outperform their peers by 147% in earnings per share.²
• Companies with a strong culture see a 72% improvement in employee engagement, which leads to enhanced innovation and productivity.²

A robust culture not only attracts and retains top talent but also drives innovation and resilience, ensuring long-term organisational success.

What trends are shaping organisational culture?

There are several emerging trends that are likely to redefine the future of work and must be considered by leaders.

Generative AI (GenAI)

• Adoption and integration: GenAI is revolutionising workplaces by automating tasks and enhancing productivity. By 2028, AI will be deeply integrated into work applications, requiring new skills and roles.³ GenAI will continue to transform workplace culture as well as technical innovations, yet traditional ROI metrics might not apply to GenAI. Instead, leaders should focus on ‘return on employee’ (ROE), emphasising how AI enhances engagement, satisfaction and productivity.
• Employee readiness: An impressive 92% of employees express a strong desire for AI to assist with administrative tasks – they are ready to embrace AI-driven tools!³ Employees want to work smarter, not harder. To fully harness the potential of AI and boost employee productivity, leaders should prioritise upskilling and educating, ensuring that employees are well-prepared to leverage the latest technologies.

The big disconnect

• Divergent priorities: There’s a growing disconnect between leaders focused on profitability, and employees prioritising mental health and flexibility. For organisations, it is critical to adapt management strategies to incorporate employee well-being and flexibility – these lead to higher productivity, enhanced employee retention and overall improved organisational performance. Addressing these divergent priorities can create a more harmonious and effective workplace, bridging the gap between employees and leaders.⁴

Flexible working as a non-negotiable

• Demand for flexibility: In the post-pandemic era, flexible work arrangements have become a necessity rather than a perk. Organisations must offer customisable work schedules and environments to meet employee needs. To retain talent, organisations must provide employees with control over their work schedules, locations and task completion methods – these factors significantly enhance job satisfaction and productivity.⁵

Ethical leadership and governance

• Ethics plays a role: Transparency, ethical behaviour and strong governance are becoming increasingly important to organisational culture. Leaders are expected to model ethical behaviour and build cultures of integrity and accountability.

Purpose-driven work

• Alignment with values: Ethical leadership and governance coupled with purpose-driven work is being seen as a big cultural trend. Employees, particularly younger generations, are looking for meaningful work that aligns with their personal values. Organisations are needing to embed a sense of purpose into their cultures, clearly communicating how employees’ work contributes to larger societal goals.⁶

Strategies for adaptation

To navigate these trends, businesses must adopt a comprehensive approach:

Let’s embrace the future with confidence

The future of work is dynamic and full of opportunities. By understanding and adapting to these trends, you can support resilient cultures that attract and retain top talent, drive innovation and achieve long-term success. Embrace emerging trends with confidence, be bold in your strategies and start implementing changes today.