Highly engaged workers rate their organization's culture significantly higher than low engagement workers. Investing in training and development drives engagement and retention, as workers who feel their development is funded are 3.4 times as likely to trust leadership. While work can be done remotely, workers care more about where work is conducted than when. Maintaining a strong organizational culture even in hybrid environments requires clear communication, empathy, and focus on growth from leaders.

1. Shaping culture
in the hybrid
environment
Highly engaged workers score their organisation
significantly higher than low engagement workers
on the seven components of culture
What is culture?
The roots are hidden beneath
the ground and seemingly
unseen, however, the health of
the root system determines the
health of the tree.
COMPETENCE
what we do
CAUSE
why we exist
CULTURE
how we do it
Trust and
accessibility
of leadership
is essential
Investing in training and development
drives engagement and retention
Work has been
decoupled from
the workplace
Hybrid is here to stay
Having a shared
understanding of
what hybrid is,
is essential
INVESTMENT IN PROFESSIONAL
DEVELOPMENT
Strongly/somewhat agree
62%
of today's
workers
2.8x
Organisation adequately
funds their professional
development
more likely more likely
27% 27%
77% 76%
Leaders have a focus
on coaching and
development
High engagement
Low engagement
Workers who are highly engaged with their job (88%) are 3.4
times as likely as those with low engagement (26%) to strongly/
somewhat agree they trust the leaders in their organisation.
3.4x
Workers are more likely to
where work is conducted
(59%) rather than when work
is conducted (33%).
59%
VS.
33%
82%
emerging
workforce
2.9x
Investment in culture reduces
turnover
The biggest blockers and key motivators
to workers thriving in their roles
BLOCKERS MOTIVATORS
Being overworked and
stressed — 26%
Toxic co-workers
— 21%
Lack of resources
— 19%
Unrealistic expectations
— 19%
Poor leadership decisions
— 18%
Seeing the positive
impact of their work
— 46%
The relationships they
have with those they
work with — 46%
The responsibility they
carry — 39%
Financial compensation
they receive — 35%
Their performance in the
organisation — 32%
Key considerations for leaders
Highly
engaged
workers
Lead with
empathy
Prioritise clear
and consistent
communication
Focus on
growth
Decide what
is best for
your team
Align and
empower
2
1 3
5
4 6
Low
engagement
workers
Build an
environment
of trust
NET RETENTION SCORE (NRS)
72 -74
1
2
3
4
5
1
2
3
4
5
Hybrid is the ideal way of working for...
Methodology
Survey of 1,004 Australian workers,
aged 18-70 years old. In field from
the 12th to the 25th of July 2022.
For the latest McCrindle
Insights report, go to:
mccrindle.com