3 Ways To Improve Organizational Culture And Retention

Posted by Belinda Kuroz ,24th Mar 2022
3 Ways To Improve Organizational Culture And Retention

Over the recent years, there has been significant shifts in workplace dynamics, presenting opportunities for learning and development professionals to recognize what they can do to better manage the impact of these changes. Unlike the gradual descent of 2008’s Great Recession, this current period is like a landslide with organizations rummaging to retain their workforce. According to PwC’s The Future of Work, 45% of chief financial officers are not confident in their corporation’s ability to retain critical talent.

However, organizations are still overlooking the criticality of how their cultures are contributing to this evacuation of talent.

Below are three ways in which L&D professionals can improve organizational culture to limit employee disengagement.

1. Prepare For Continuous Change

Make flexibility apart of your team’s culture. Accepting continuous environmental change is the first step to take in order to create an adaptive culture. While it could be challenging and costly to continuously pivot, the new normal requires us to accept that things are constantly changing. An investment with a client base might suddenly dry up, imposing you to pivot to another skill base. We may train for one platform, only for it to be replaced by a better one shortly after. Nothing ever remains consistent.

Although this can be difficult especially for individuals who require routine, there’s no benefit to remaining dedicated to processes and behaviors which no longer align with a successful business.

2. Check In For Low Trust

Creating cultural change may require you to knock down a few dreaded walls in your organization. Low trust may be a potential consequence of the turmoil from the past few years, and can slow down the pace of work and stifles innovation. This has a domino effect on productivity and employment satisfaction.

As you implement training initiatives ensure you’re working from a place of high trust, or at least be aware of the low-trust spots. If low trust lingers in your organization, these issues should be surfaced beforehand and handled. Culture doesn’t occur overnight and it must be implanted in your business strategy.

3. Revisit Your Onboarding Process To Ensure It’s Creating A Culture Of Inclusion

Despite our continuously changing environment, there’s one area that’ll always remain true; Your onboarding process has an impact on employee’s long-term success in organizational teams.

No matter how long an employee remains in your business for, when they exit they’ll always reflect on their experience with how they were on boarded and how impactful this process was on their sense of belonging within your organization. Organizations can never put too much focus on these critical first experiences, from recruitment to meeting managers and team members.


Developing a healthy organizational culture in today’s environment is a lengthy process in which requires an investment of patience, trust and support. However, the reward is unmatched with a workforce that shows up authentically, works hard and is less likely to exit when times get rough within the organization.