(Photo by Carl Hunley Jr on Unsplash)

by Jonathan Stanford – Member of the Business Culture Community, Head of People Experience, London EV Company (LEVC)

Why do some workplace cultures thrive while others struggle? Picture a bridge—on one side, organisations with thriving cultures where employees feel valued, engaged, and inspired. On the other, fragmented cultures where disconnection and disengagement take hold. Many leaders are working hard to bridge that gap, striving to create an environment where people can do their best work. The difference? Leadership.

Culture isn’t built overnight—it’s shaped by everyday leadership. Employees thrive in environments where they feel supported, valued, and inspired. Gallup’s most recent research highlighted four key things employees want from their leaders: trust, compassion, stability, and hope. These aren’t just abstract ideals; they’re the foundation of a strong workplace culture.

1. Trust: The Cornerstone of Culture

Employees want to work for leaders they can trust. Trust isn’t built through policies or mission statements—it’s built through consistency, transparency, and follow-through. Leaders who communicate openly, admit mistakes, and keep their promises create an environment where employees feel safe to contribute and innovate. One way to reinforce trust is by actively listening to employees—when they see their feedback leading to real changes, trust in leadership deepens.

2. Compassion: Leadership Beyond the Job Description

Compassionate leadership means seeing employees as people first, professionals second. Whether it’s recognising personal challenges, celebrating achievements, or offering support during difficult times, small acts of empathy go a long way. Turning up in the moments that matter for employees—being present and engaged when they need support—helps create a culture where people feel genuinely cared for and valued.

3. Stability: Providing a Sense of Security

In uncertain times, stability becomes even more critical. Employees look to their leaders for reassurance, clear communication, and a steady hand. Stability doesn’t mean avoiding change—it means leading through it effectively. Providing clear direction, being upfront about challenges, and ensuring consistent people processes (such as structured onboarding and career development) can create an environment where employees feel secure and engaged.

4. Hope: Inspiring a Positive Future

Employees want to feel that their work has purpose and that the organisation is moving forward. Hope comes from a clear vision, opportunities for growth, and leaders who communicate a compelling future. Investing in coaching, upskilling, and meaningful career pathways ensures employees see a future for themselves within the business. One of the most rewarding aspects of leadership is developing talent and seeing individuals grow into leadership positions.

Five Ways to Embed These Principles in Your Leadership

1. Be transparent – Communicate openly, even when the message is difficult.
2. Show up when it matters – Be present for your employees in key moments, whether personal or professional.
3. Create clarity – Provide clear expectations, direction, and consistency in decision-making.
4. Recognise effort and potential – Encourage and support employees’ growth, not just their results.
5. Lead with optimism – Inspire confidence in the future and the role employees play in shaping it.

Bringing It All Together

Building a strong culture isn’t about grand gestures—it’s about everyday leadership. Leaders who foster trust, demonstrate compassion, provide stability, and inspire hope create workplaces where people want to stay and succeed.

I’m passionate about building cultures where people thrive, and I’d love to hear how others are embedding these four elements into their leadership approach. How are you making a difference in your organisation?