Workplace culture and employee experience are under more pressure than ever. Hybrid working, ongoing change and rising stress levels mean culture can no longer be left to chance. This article explores what leaders need to focus on now to intentionally shape culture, support wellbeing and create environments where people can genuinely do their best work in 2026.

We explore the key shifts in leadership and culture to look out for in 2026.

There’s no one big shift, but leaders are recognising that the approaches that worked five or ten years ago simply won’t carry them forward in 2026.

Culture change doesn’t happen overnight. It’s built through daily actions, consistent communication and small behaviour shifts that add up over time.

This article explores how to embed culture across the employee lifecycle, from recruitment and onboarding to communication, recognition and performance management, so it becomes part of everyday working life.

Culture isn’t built by pizza Fridays and team activity days. It’s created through shared purpose, lived values and tangible behaviours that shape how people work together every day.

This article explores how to co-create culture with your team, defining what you stand for, how you behave, and the small rituals and stories that build belonging.

Culture is built on belonging. When people feel valued, connected and part of something bigger, they give their best energy. But culture can drift or turn toxic when what’s said no longer matches what’s done.

This article explores how to recognise when culture needs attention, and five practical steps leaders can take to rebuild trust, connection and performance.

Practical ways to build and embed psychological safety make learning, listening, and speaking up part of everyday team life in hybrid, remote, or in-person teams.

Leaders set the tone for how safe people feel to speak up. This article explores the everyday actions that build or quietly erode psychological safety in teams.

Psychological safety is the foundation for great teamwork where people feel safe to speak up, share ideas, and learn from mistakes without fear.

“As machines get better at being machines, humans have to get better at being more human.”

This article explores why trust, compassion, and connection are now the true differentiators for leaders and teams in an age of AI and dispersed work.

Hybrid and Remote working is here to stay, despite the fact that some businesses are enforcing a return to the office.

How can leaders build a culture of trust, collaboration, and psychological safety in teams when we can’t be physically close?