Culture in Crisis
Workplace culture is at a tipping point. In an informal LinkedIn poll, Inc. found that 52% of respondents named “improving company culture” as their top priority for 2025. This shouldn’t come as a surprise—Gallup data shows that employee engagement hit a 10-year low last year, fueled by declining role clarity, job satisfaction, and connection to mission and purpose.
Even the fastest-growing companies aren’t immune. Burnout, employee churn, and the struggle to rebuild social capital post-pandemic were among the most pressing workforce challenges cited by CEOs in Inc.’s annual survey. The evidence is clear: Leaders recognize the problem. But the real question is, how will they fix it?
As a consultant focused on change management, strategic communications, and culture—particularly in the accounting industry—I see firsthand how culture is built (or broken) through communication and action. A well-defined culture isn’t just about aspirational values written in a handbook; it’s about behaviors that align with those values and leadership that reinforces them. And right now, the disconnect is growing.
The Burnout Factor
Burnout is one of the biggest culprits in today’s cultural crisis. Dr. Victoria Grady, an organizational behaviorist who partners with me, found that burnout manifests in three key ways:
Frustration: Employees disengage when they feel overworked, undervalued, or disconnected from their impact. The rise of Bare Minimum Mondays—where workers do the least amount necessary to start the week—is a symptom of a deeper issue: Productivity is suffering because employees don’t feel energized or invested in their work.
Cynicism: A lesser-known dimension of burnout, this crisis of connection is fueling what some call Conscious Quitting. Employees may not be physically leaving, but they’re mentally checking out, losing trust in leadership and questioning whether their contributions matter.
Absenteeism: Some employees are still showing up, but they’re not really there. Quiet Quitting—the act of doing the bare minimum without actively disengaging—has become commonplace. When people no longer see the value in going above and beyond, culture crumbles.
Based on years of research and data, Dr. Grady has developed a diagnostic that can measure burnout in organizations and pinpoint how it is manifesting. This enables leaders to build strategies to mitigate it and move their culture to a more aligned and high-performing balance.
The Role of Leadership
Culture is a direct reflection of leadership. If leaders want to turn things around, they must take intentional steps to align company values with behaviors. That means:
Clarifying expectations and purpose. Employees crave role clarity and want to see how their work ties into the bigger picture. Leaders need to communicate this effectively—not just once, but consistently. High-performing firms build behaviors and links to strategy into their performance evaluations to help employees understand the impact of their work.
Modeling cultural values. If an organization claims to value collaboration but leadership rewards individual competition, culture erodes. Leaders must embody the behaviors they want to see and build internal frameworks to support the desired culture.
Addressing workplace realities. Politics, the return-to-office debate, the erosion of DEI efforts, and the increasing need for belonging are all impacting workplace culture. Leaders who ignore these dynamics risk further disengagement. Addressing them head-on with clear and transparent communication will build trust in leadership and understanding among team members.
The Path Forward
Culture isn’t just about perks, mission statements, or engagement surveys—it’s about trust. Employees need to trust that their leaders will act in alignment with stated values. They need to feel psychologically safe enough to share concerns without fear of retaliation. They need to see that leadership is committed to their well-being, not just productivity metrics.
In 2025, companies that invest in culture will win. The path forward starts with leadership aligning their words with action, addressing burnout at its roots, and fostering an environment where employees feel connected, valued, and heard.
For those willing to do the work, the result isn’t just a stronger culture—it’s a more engaged, resilient, and high-performing workforce.
Interested in driving your culture forward? Reach out. With proven diagnostics and a hands-on approach, we can help you build strategies that support alignment and drive performance.
what’s inside counts