Going through change or challenge? Your culture matters more now than ever.
Ever heard of the oxpecker? This helpful little bird often perches itself on the backs of rhinos, zebras and impalas, feeding on ticks and parasites. The bird gets a hearty meal, and the mammal gets pest control - plus an audible warning when danger approaches.
This is only one of many instances of mutualism in the animal kingdom - something we humans could learn from.
In times of uncertainty - whether through internal workplace changes like organisational restructures or external factors like AI disruption and market volatility - people and employers are constantly seeking more from one another.
People want (and need) competitive compensation, psychological safety, growth opportunities, support and flexibility.
In turn, employers may require more discretionary effort, cross-functional agility, and resilience under pressure. When this value exchange breaks down, the result isn’t just friction; it triggers disengagement, cultural erosion, and costly voluntary attrition.
But when both are willing to adjust, adapt and reimagine, together, there’s an opportunity to build a workplace where both the individual and the organisation thrive - even when times are tough. Because ultimately, this is when culture really earns its keep.
Culture is not a feel-good, nice-to-have add-on for your business. Culture is how you and your people win, together. Right now across Australia, we’re seeing a whole spectrum of business realities. Some organisations are busier than ever; scaling fast, diversifying their offerings or evolving their ways of working. Whereas others are feeling every inch of the market crunch. People are seeing team sizes shrink, recruitment efforts slow to a halt and are increasingly being asked to do more with less.
Whatever your current landscape, if you’re asking your people to adapt, stretch or navigate ambiguity, this is the moment to double down on your culture strategy.
Five ways leaders can keep people connected and delivering
1. Signpost the journey
If someone’s running a marathon and ready to call it quits 35km in, they’re far more likely to push through the wall if they can see the finish line ahead.
The same goes for your organisational strategy. Too often, leaders will present a long-term vision that’s impossible to reconcile with the business you are today. To bring your people on the journey, tell them how you’re working towards your goals in real time, i.e. “We completed Step A, which means we've achieved X, and now we are moving into Step B.” Showing steady progress, regardless of speed, builds momentum and trust.
2. Contribution is key
The deepest form of workplace anxiety comes from feeling like you have zero control over your environment. In times of change, the ultimate antidote to this anxiety is contribution.
High-performing people don't want to be passive bystanders during a crisis; they want to act. Give them clear information, set a tangible direction and then ask them: "How can your role directly contribute to this goal, and what difference will it make?" They’ll know this better than anyone.
3. Own the reality
If your team is exhausted, acknowledge it. Leaders often try to dress up tough realities to protect their people or keep morale high. But your people are likely feeling the strain anyway. Pretending everything is sunshine and rainbows creates a trust gap.
Instead, acknowledge the elephant in the room. Validate how hard things have been, then turn the conversation towards where you’re going from here and how you’ll get there as a team. This will endear people to your organisation and rebuild trust.
4. Lean on your values
Anyone can live company values when popping champagne over a record quarter. But they’re needed most when the going gets tough.
Use your values as practical guardrails for how your people should operate right now. Don't just reward the final result; recognise the grit, collaboration and smart problem solving it took to get there. When employees see that living the values actually matters when the pressure is on, they stop being “words on a wall” and start driving tangible business outcomes.
5. Pay attention to those left behind
If you’re one of the many organisations who have to make hard decisions, doing it with utmost care, compliance and human empathy is non-negotiable. No one impacted by downsizing or redundancies emerges unscathed - it hurts the person impacted, their team and the business as a whole.
Once restructuring is complete, shift your attention to those left behind. They’re likely feeling survivor’s guilt - frustrated, upset, and anxious that they could be next. Acknowledge the sadness and take time to respect those who have left, however that looks in your business. Then invite your team to co-create the next chapter of your workplace culture together. Don’t expect them to bounce back immediately and be your biggest cheerleaders. But do what you can to get them invested in the journey ahead and prepared to play their part in bringing it to life.
The ultimate litmus test for your culture
There is not a CEO or business leader in Australia who wouldn't want every single one of their employees to walk into work and genuinely say:
“I’m glad I’m here.”
“This journey is worth it.”
“I can affect the journey and the result.”
When your people believe those three things, you don't just survive periods of challenge. You build an aligned, resilient workforce that will actively steer you towards success.
