04th April 2025
Top 20 Articles on Workplace Culture: March 2025
Welcome to the Inspiring Workplaces Top 20 Articles on Workplace Culture for March 2025.
We want to help inform and inspire you from some of the best content out there. Each month we will consolidate these articles for you to help give you a quick and easy snapshot. To help drive you and your organisations forward.
The articles will be underpinned by seven key elements that are reflected in our bespoke COMPASS methodology, that also underpin the Top Inspiring Workplaces worldwide. They are:
- Wellbeing
- Culture & Purpose
- Leadership
- Inclusion
- Employee Experience
- Communication & Voice
- Society & Sustainability
Key Workplace Culture Learnings from March:
1. Psychological Safety Is Foundational – People thrive when they feel safe to speak up, show up authentically, and take risks without fear.
2. Human Connection Drives Engagement – Meaningful relationships, empathy, and recognition—not perks—are the strongest drivers of wellbeing and retention.
3. Inclusive Leadership Unlocks Innovation – Vulnerable, values-driven leaders inspire trust, diversity of thought, and team performance.
4. AI Breaks Down Silos – AI is a game-changer—transforming workflows, aligning data, and enabling smarter, more connected decision-making across departments.
5. Purpose and Values Must Be Lived – Organizations that embed core values in daily behaviors, systems, and leadership are more resilient and trusted.
6. Communication Builds Culture – Transparent, intentional communication strengthens trust, clarity, and alignment—especially in hybrid work environments.
7. Mental Health Is a Strategic Priority – Tailored support for all life stages and identities is now expected and essential for sustainable performance.
8. Leadership Is a Daily Practice – You don’t need a title to lead—trust, empathy, and initiative build influence and strong team dynamics.
9. Diverse, Adaptive Teams Perform Better – Teams that embrace challenge, variety of thought, and emotional intelligence are more agile and innovative.
10. Sustainability Attracts Talent – Ethical, green workplaces are magnets for today’s values-led workforce—and key to long-term success.
The articles are as follows…
This is Why We’re (Still) Disengaged at Work
Source: Fast Company
Author: Zach Mercurio
IW COMPASS point: Employee Experience
Key Takeaways
- Engagement Crisis or Mattering Deficit? – Low engagement stems from employees not feeling seen, heard, or valued at work.
- Relationships Drive Engagement – Work experiences are shaped by human connections, not perks or technology.
- Psychological Safety is Essential – Employees engage when they feel valued, safe to be themselves, and have the resources to do their work.
- Leaders Must Re-Skill – Engagement starts with leaders learning to notice, affirm, and need their employees.
- Mattering Creates Engagement – When employees feel they matter, they contribute more and feel invested in their work.
- Culture of Significance – Small daily interactions, not large-scale programs, shape a workplace where people feel valued.
- Beyond Metrics – Instead of measuring engagement, organizations should equip leaders to foster relationships that naturally drive it.
- Value Precedes Contribution – People must feel valued before they can fully add value to their work.
- Authenticity Over Symbols – Money, perks, and awards can symbolize appreciation, but genuine human connection is what truly fosters engagement.
- Everyday Leadership Matters – A single intentional interaction can reinforce an employee’s sense of worth and improve engagement.
Read the full article here
How To Master Transparent Leadership And Foster Unshakable Team Trust
Source: Forbes
Author: Caroline Castrillón
IW COMPASS point: Leadership
Key Takeaways
- Transparent Leadership Defined – Leading with openness, honesty, and authenticity builds trust and strengthens team relationships.
- Trust Enhances Performance – Organizations with transparent leadership see higher motivation (+260%), lower absenteeism (-41%), and reduced turnover (-50%).
- Improved Communication – Clear, honest communication prevents rumors, reduces misunderstandings, and encourages participation.
- Fostering Belonging – Employees feel valued and included when they understand company decisions and long-term goals.
- Strengthened Organizational Image – Transparent companies attract top talent and maintain a positive reputation.
- Open Information Flow – Providing access to company goals, strategies, and challenges ensures alignment at all levels.
- Modeling Transparent Behavior – Leaders must align actions with words, accept feedback, and demonstrate accountability.
- Encouraging Employee Feedback – Creating open channels for communication empowers teams and enhances decision-making.
- Recognizing Contributions – Acknowledging achievements and handling setbacks constructively fosters a culture of support and growth.
- Balancing Transparency – Sharing the right information at the right time prevents gossip and maintains trust.
Read the full article here
3 Leadership Steps to Strengthen Trust and Inclusion Amid DEI Rollbacks
Source: Time
Author: Ruth Rathblott
IW COMPASS point: Inclusion
Key Takeaways
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DEI Rollbacks Harm Engagement & Innovation – Reducing DEI initiatives leads to higher turnover, lower job satisfaction, and decreased diversity of thought, which negatively impacts business outcomes.
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The Power of Psychological Safety – Employees who feel safe to express themselves are more engaged, innovative, and willing to take risks, driving stronger team performance.
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Recognizing Silence as a Warning Sign – When employees hold back in meetings or avoid difficult conversations, it signals a lack of trust. Leaders must actively rebuild communication channels.
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Vulnerability Strengthens Leadership – Leaders who share their struggles create a culture where imperfection is accepted, encouraging openness, collaboration, and problem-solving.
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Creating a Safe Workplace is a Business Imperative – Companies that promote psychological safety experience higher engagement, increased productivity, and lower interpersonal conflict.
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Practical Strategies for Leaders:
- Hold regular one-on-one check-ins to foster open communication.
- Share personal challenges to model vulnerability and encourage transparency.
- Implement a “no judgment” policy to ensure all voices are heard and respected.
- Publicly recognize employees’ contributions, reinforcing a culture of trust and inclusivity.
Read the full article here
Why Work Friends Might be The Answer to Workplace Burnout
Source: HR Dive
Author: Sandy Torchia
IW COMPASS point: Wellbeing
Key Takeaways
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Work Friendships Improve Well-being: 78% of professionals say work friendships enhance mental health, engagement, and job satisfaction.
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Reprioritize Connection: Making space for informal, social interactions can combat burnout and strengthen culture.
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Flexible Policies Matter: No-meeting time, social events, and team celebrations foster more natural connections.
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AI as an Enabler of Connection: Leveraging AI to reduce admin allows more time for mentorship and relationship-building.
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Managers Drive Cultural Change: Empowered managers can restructure meetings, model connection, and tailor engagement strategies to team needs.
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Work-life Integration Over Balance: Friendship should be seen as a purposeful part of work, not a byproduct.
Read the full article here
Conscious Leadership And The Power of Kindness
Source: IMD
Author: Shelley Zalis
IW COMPASS point: Leadership
Key Takeaways
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Conscious Leadership redefines authority as shared influence rooted in empathy, kindness, and inclusion rather than control.
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“We” Culture promotes collaboration, mutual respect, and shared responsibility over traditional power structures.
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Power vs. Status: Respect (status) is as vital as authority (power), especially in supporting women and marginalized groups.
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Inclusive Hiring prioritizes alignment with values, collaboration, and long-term growth over individual achievement or hierarchy.
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Gratitude & Recognition increase productivity (by up to 50%) and significantly boost engagement and job satisfaction.
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Empathy as a Metric: Tools like “kindness barometers” help assess leadership effectiveness beyond financial performance.
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Psychological Safety is key to innovation, according to research by Google and others.
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Caregivers as Leaders: Recognizing and supporting caregivers helps retain naturally empathetic and collaborative talent.
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Inclusive Cultures Perform Better: Companies with inclusive leadership are more agile, innovative, and financially successful.
Read the full article here
Workplace Communication Crisis? Business Leaders Are the Answer
Source: HR Daily Advisor
Author: Alison Myers
IW COMPASS point: Communication
Key Takeaways
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Emotional Burnout Signals Disconnection: Nearly half of workers feel drained daily due to fragmented communication and lack of genuine connection.
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Self-Awareness Drives Better Leadership: Leaders must recognize their emotional state and its influence on conversations to foster empathy and trust.
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Intentional Communication Matters: Every meeting or message should have clear goals and expectations, creating purpose-driven conversations that strengthen collaboration.
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Vulnerability Builds Psychological Safety: Admitting mistakes and showing authenticity enhances team trust and encourages open dialogue.
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Listening Is Leadership: Effective leaders move beyond passive hearing to active and empathetic listening, which fosters trust, innovation, and connection.
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Hybrid Work Requires Thoughtful Engagement: Redefining in-office time for collaboration and relationship-building keeps hybrid teams connected and engaged.
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Mentorship and Inclusion Are Essential: Younger employees need intentional mentoring and inclusive meeting structures to feel valued in digital-first environments.
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Culture is Built Through Consistency: Initiatives like “Together Tuesdays” show how regular, informal touchpoints build strong, connected teams.
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Leadership Sets the Tone: Leaders must model the communication culture they want to see—transparent, human, and courageous.
Read the full article here
Sustainable Business Practices and the Future of Work
Source: HR News
Author: Editorial Team
IW COMPASS point: Society & Sustainability
Key Takeaways
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Sustainability Is Now Core to Business Strategy: No longer a side concern, it influences hiring, operations, and long-term competitiveness.
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Green Economies Will Create Millions of Jobs: The ILO projects 24 million new roles by 2030, highlighting the need for reskilling and adaptability.
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Remote Work Supports Sustainability Goals: Hybrid models and reduced commuting help cut emissions, saving 54 million tons of greenhouse gases annually.
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Digitalization Drives Eco-Friendly Practices: From e-books to smart logistics, tech enhances access and reduces waste across sectors.
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Workspaces Are Going Green: Companies are investing in energy-efficient buildings, solar power, and ethical infrastructure redesigns.
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Employees Value Eco-Conscious Employers: 71% of job seekers prefer environmentally responsible workplaces, aligning company ethics with talent attraction.
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AI and Automation Boost Efficiency: Smart tech minimizes waste, cuts emissions, and adds $15.7 trillion in global sustainability gains annually.
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Gig Work’s Sustainability Is Complex: Flexibility can support green goals, but job insecurity may lead to unsustainable living practices.
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Reskilling Is Critical: By 2025, half the workforce will need training in green and digital skills to remain competitive.
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Education Empowers Transformation: Institutions and platforms like Coursera are making sustainable business education more accessible and widespread.
Read the full article here
Lead Without A Title: The Power Of Informal Leadership
Source: Forbes
Author: Tony Gambill
IW COMPASS point: Leadership
Key Takeaways
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Informal Leadership Is Essential: In a complex, collaborative workplace, success depends on your ability to lead without authority or title.
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Strong Relationships Drive Influence: Building trust, empathy, and open communication empowers informal leaders to inspire and guide others effectively.
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Influence Without Authority: Understanding others’ needs, aligning on goals, and consistently delivering results enhance your credibility and impact.
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Performance Builds Trust: Technical competence and consistent high performance establish credibility, opening doors to leadership influence.
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Self-Leadership Is Foundational: Emotional intelligence, self-awareness, and adaptability are core to navigating challenges and influencing others effectively.
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Adaptability and Lifelong Learning: Informal leaders thrive by evolving, learning continuously, and challenging outdated beliefs or habits.
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Lead by Example, Not Title: True leaders inspire through behavior, contribution, and collaboration—not position.
Read the full article here
Cure a Toxic Workplace With Core Values
Source: Inc. Magazine
Author: Steve Flook
IW COMPASS point: Culture & Purpose
Key Takeaways
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Toxic Culture Drives Turnover: Over 53% of employees have quit due to toxic environments—most often caused by poor leadership and communication.
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Leadership Accountability Is Critical: 70% of respondents said toxic leadership stems from a lack of accountability, making it the biggest source of workplace toxicity.
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Core Values Are the Foundation: Clearly defined, organization-wide core values guide behavior, shape decision-making, and influence everything from hiring to performance reviews.
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Employee Input Matters: Involving staff in identifying or refining core values increases relevance, emotional connection, and alignment across the company.
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Operationalize Values: Embed core values into daily operations—interviews, policies, recognition programs, and leadership communication—to shape culture and improve morale.
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Measure Cultural Health: Track KPIs like retention, engagement, and manager-employee relationships to evaluate how well your values are being lived.
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Recognition Reinforces Culture: Tools like peer-to-peer recognition tied to values foster a culture of appreciation and shared accountability.
Read the full article here
People Feel Less Comfortable to ‘Be Themselves’ at Work
Source: Personnel Today
Author: Jo Faragher
IW COMPASS point: Culture & Purpose
Key Takeaways
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Decline in Psychological Safety: Only 41% of employees feel they can be their full selves at work, down from 66% in 2020.
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Return-to-Office Mandates: Blanket policies are seen as exclusionary, especially for parents, people with disabilities, and those with mental health conditions.
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DEI Rollbacks: A political shift and reduced focus on equity, diversity, and inclusion have contributed to the decline in workplace belonging.
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Manager Disconnect: Managers often overestimate employees’ sense of psychological safety, highlighting a need for better communication and active listening.
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Impact on Marginalized Groups: Black employees, LGBTQ+ individuals, and those with mental ill health report significant productivity and mental health impacts due to lack of inclusion.
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Meritocracy Myth: Employee experience is still shaped by identity and lived experiences, making inclusive practices essential.
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Trust in Hybrid Work: Meaningful consultation and connection are crucial for effective hybrid working and to avoid disengagement.
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Business Risk: Ignoring psychological safety can lead to worsening mental health and increased talent loss, affecting both people and performance.
Read the full article here
Seven Traits of Highly Effective Leadership Teams
Source: Raconteur
Author: Francesca Cassidy
IW COMPASS point: Leadership
Key Takeaways
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Collaboration & Communication: High-performing teams thrive on trust, shared leadership, and fluid communication—like a sports team working in sync.
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Diversity of Thought & Experience: Varied backgrounds, personalities, and passions enhance creativity, guard against groupthink, and fuel innovation.
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Willingness to Challenge the CEO: Strong teams aren’t built on agreement but on honest, constructive dialogue that sharpens ideas and drives better outcomes.
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Specific Expertise & High-Level Skills: Executives must complement each other with deep, specialized knowledge and the ability to iterate and solve complex challenges.
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Adaptability & Resilience: In uncertain times, leaders need optimism, flexibility, and the ability to lead and inspire through adversity.
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Empathy & Emotional Intelligence: Understanding team dynamics and what motivates people fosters empowerment, trust, and stronger attraction and retention of top talent.
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Vision & Strategic Thinking: Great leaders align daily decisions with long-term goals, communicate direction clearly, and remove barriers to enable team success.
Read the full article here
Is a Kinder World a Happier One?
Source: Gallup
Author: Jon Clifton and Julie Ray
IW COMPASS point: Society & Sustainability
Key Takeaways
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Kindness Trumps Income: Generosity and trust in others’ goodwill predict happiness more strongly than earning a higher salary.
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Decline in Benevolence: Post-pandemic data shows a drop in kindness-related behaviors like helping, donating, and volunteering.
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Trust as a Happiness Multiplier: People in countries where trust is high — such as the Nordics — report greater life satisfaction.
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Three Cs of Impactful Kindness:
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Caring Connections: Giving that strengthens relationships boosts happiness.
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Choice: Voluntary acts of kindness are more fulfilling than those done out of obligation.
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Clear Impact: Knowing generosity makes a real difference enhances emotional benefits.
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Benevolence Improves Health: Sustained acts of kindness correlate with better mental and physical health, deeper social bonds, and longer lives.
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Happiness Is Contagious: Kindness has a ripple effect, inspiring others and building more compassionate communities.
Read the full article here
No Sour Grapes: Innocent Drinks’ People Director on How To Keep Culture Sweet in Challenging Times
Source: Raconteur
Author: Sam Forsdick, featuring Sarah-Jane Norman
IW COMPASS point: Culture & Purpose
Key Takeaways
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Humour as Cultural Glue: Innocent’s light-hearted tone and branding foster a sense of fun that boosts morale and reflects its values.
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Consistency in Purpose and Values: Even during financial difficulty, the company held firm to its core mission and people-centric approach.
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Transparent Communication: Leaders maintained trust by clearly addressing challenges and focusing on the long-term vision.
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Resilience Building: Investments in mental health, wellbeing initiatives, and training prepared employees to handle future challenges with confidence.
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Creative Employee Perks: Programs like the Innocent Scholarship encourage personal growth and show commitment beyond professional development.
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Cost-Conscious, Not Culture-Cutting: While managing budgets, Innocent avoided stripping away its culture, instead finding small, meaningful ways to surprise and delight employees.
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People-First Leadership: Empowering and caring for employees—even in adversity—creates a loyal, motivated, and resilient team.
Read the full article here
Mental Health Tops the List of Employee Demands in 2025
Source: HR Director
Author: Debra Clarke
IW COMPASS point: Wellbeing
Key Takeaways
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Mental Health is the Top Priority: 62% of employers expect rising demand for mental health support, spanning general, male-specific, and managerial wellbeing.
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Holistic Wellbeing Support: Addressing financial stress, fitness, caring duties, and life-stage transitions all contribute to better mental health.
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Tailored and Diverse Needs: Employee support must be flexible to cover specific issues like neurodiversity, menopause, fertility, and eldercare.
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Rising Employee Expectations: Increased awareness and access to mental health resources drive demand for broader employer-provided support.
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Employers Need Expert Guidance: Organizations require help navigating complex support options to effectively serve a varied workforce.
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Integrated Health Strategies: Programs must move beyond one-size-fits-all, combining mental, physical, and social wellbeing tools tailored by age, gender, and lifestyle.
Read the full article here
How To Build A Workplace Culture With Proactive Communication
Source: Forbes
Author: Edward DeAngelis
IW COMPASS point: Communication
Key Takeaways
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Proactive Communication Builds Culture: Intentional greetings, remembering names, and everyday interactions show employees they are seen and valued.
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Emotional Intelligence Matters: Leading with compassion, empathy, and attentiveness builds psychological safety and trust.
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Recognition Fosters Motivation: Small gestures of appreciation—especially public or personal recognition—significantly boost morale and loyalty.
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Human-Centered Leadership: Viewing employees as people first transforms workplace relationships into meaningful, supportive connections.
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Inclusive Dialogue Encourages Ownership: When leaders involve employees in decisions and communicate transparently, it builds proactive trust and shared purpose.
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Listening Is Leadership: Active, empathetic listening is as important as speaking—leaders must show genuine concern for employee voices.
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Culture of Collaboration: Valued employees are more likely to collaborate, innovate, and align with organizational goals.
Read the full article here
Advancing Women Through Allyship: The Importance of Male Allies in Empowering Women
Source: Workers’ Compensation
Author: Claire Muselman
IW COMPASS point: Inclusion
Key Takeaways
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Allyship Requires Action, Not Just Intent: Male allies must use their influence to challenge bias, promote equity, and support women’s advancement meaningfully.
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Common Barriers to Male Allyship: Fear of making mistakes, unconscious bias, exclusion from conversations, and outdated leadership models often hold men back.
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Invite Men into the Conversation: Inclusion must be a shared goal—open dialogues, shared experiences, and education help men understand their role in equity.
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Build Relationships & Support Systems: Allyship means sponsorship, amplification, and collaboration across genders to elevate women in decision-making spaces.
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Hold Leaders Accountable: Track gender data, challenge inequitable practices, and push for inclusive leadership programs and equitable policies.
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Use Data to Make the Case: Allyship improves business outcomes—gender-diverse teams are more innovative, profitable, and retain talent better.
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Lead by Example: Women should uplift one another, advocate for visibility, and champion inclusive leadership practices that value diversity of thought.
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Equip Men to Become Stronger Allies: Offer training, resources, and programs to help men understand and embrace inclusive leadership.
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Celebrate and Normalize Allyship: Recognize and promote male leaders who champion gender equity, making allyship a visible, aspirational standard.
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Gender Equity Benefits Everyone: Inclusive workplaces drive better culture, performance, and leadership—progress is accelerated when all leaders participate.
Read the full article here
How Leaders Can Bridge Generational Gaps For a Unified Workplace
Source: HR Executive
Author: Megan Berki
IW COMPASS point: Employee Experience
Key Takeaways
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Understand Generational Values: Each generation—Baby Boomers to Gen Z—brings distinct expectations, but all seek meaningful work and connection.
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Design Inclusive Benefits: A flexible mix of traditional and modern benefits (e.g., retirement planning, mental health days) appeals across generations.
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Promote Work/Life Balance: Flexible work, responsible time off, and mental health support are essential to attract and retain all age groups.
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Leverage Technology for Communication: Invest in tools and training that bridge tech proficiency gaps and foster personalized communication.
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Use AI for Development & Engagement: Personalized learning platforms and feedback systems help employees of all ages grow and feel heard.
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Create a Unified Culture Through Shared Purpose: Align programs with values like growth, flexibility, and inclusivity to build cohesion and commitment.
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Support Lifelong Learning: Tech-enabled upskilling ensures all generations stay competitive, motivated, and ready to contribute.
Read the full article here
The Workplace Conversations No One Wants to Have
Source: Psychology Today
Author: Michelle McQuaid Ph.D.
IW COMPASS point: Wellbeing
Key Takeaways
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Unspoken Issues Harm Culture: Avoiding difficult conversations around stress, communication, and expectations undermines employee well-being and performance.
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Compliance Isn’t Connection: Policies alone can’t improve workplace mental health—honest conversations are essential for change.
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Psychosocial Safety as a Catalyst: Regulations can spark productive, necessary conversations rather than being treated as a paperwork exercise.
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Structured Dialogue Sessions: Using survey data in guided team discussions encourages collaborative problem-solving and builds psychological safety.
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Leader-Owned Risk Registers: When leaders co-create safety plans, they feel greater ownership and drive better implementation.
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Use Existing Rhythms: Leverage regular programs (like safety weeks) as built-in opportunities for meaningful team dialogue.
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The Real Asset Is People: The most valuable resource for improving mental health is the collective wisdom of the team—not just documents.
Read the full article here
Why DEI is—and isn’t—a WellBeing Issue
Source: LinkedIn Articles
Author: Dr Suzy Green
IW COMPASS point: Inclusion & Wellbeing
Key Takeaways
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DEI and Mental Health Are Deeply Connected: Discrimination, exclusion, and bias negatively impact mental health and should be addressed as workplace psychosocial hazards.
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DEI Programs Often Operate in Silos: Many organizations treat DEI and wellbeing as separate initiatives, missing the opportunity to enhance impact by integrating them.
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Inclusion Boosts Psychological Safety: Research shows that companies with strong DEI practices experience better mental health, job satisfaction, and team performance.
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Rollbacks Threaten Vulnerable Groups: Recent reductions in DEI initiatives, particularly in U.S.-influenced markets, pose risks to those most affected by inequity.
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Perspective-Taking Drives Change: Immersive DEI experiences, such as storytelling and role-playing, increase empathy and leadership maturity—critical for lasting organizational impact.
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Leadership Maturity Links to Performance: Organizations led by mature, inclusive leaders show stronger overall performance and resilience.
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Legal & Ethical Imperatives: In some regions, like Australia, supporting mental health through DEI is not just best practice—it’s a legal obligation under workplace safety laws.
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Reframing DEI as a Wellbeing Strategy: Integrating DEI into health and safety policies shifts the conversation from “compliance” to “care,” driving broader cultural change.
Read the full article here
Josh Bersin Explains: A Strategy That Breaks Down Workplace Silos
Source: HR Executive
Author: Jill Barth, featuring Josh Bersin
IW COMPASS point: Communication
Key Takeaways
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Traditional Silos Limit Growth: Functional structures restrict collaboration, cross-functional career development, and strategic alignment.
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AI as an Integrator: Unlike legacy systems, AI connects data across departments, revealing insights and enabling holistic decision-making.
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HR Transformation Through AI: AI breaks down silos within HR by aligning talent data with broader business outcomes.
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Step 1 – AI as an Assistant: Automates repetitive tasks, increasing productivity by up to 15% and freeing employees for higher-value work.
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Step 2 – AI as a Data System: Centralizes company-specific content, enabling AI to automate processes and deliver meaningful insights.
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Step 3 – AI as a Decision-Making Partner: Leverages internal data to guide strategic decisions, workforce planning, and predictive analytics.
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Step 4 – AI as an Autonomous Operator: AI becomes deeply embedded in operations, fostering cross-functional agility and a “super worker” effect.
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Strategic Evolution: Successful AI adoption is staged and deliberate, with each level deepening AI’s role in breaking down barriers.
Read the full article here.
