A recent *report by Robert Walters reveals that 54% of UK professionals perceive their workplace as experiencing ‘culture rot’, a decline in organisational values leading to a toxic environment. Additionally, 28% notice early signs of cultural decline. The main indicators include limited incentives 41% poor team collaboration 36%, and unclear communication 23%.

A professional at a desk wearing a gas mask, illustrating how culture rot masks true values—and why proactive leadership and clear communication are essential to restore trust.

Only 14% of professionals feel aligned with their company’s core values, highlighting a disconnect between employers and employees. Notably, 81% of employers admit that cost-cutting measures have weakened workplace culture.

Ronni Zehavi, CEO of HiBob, emphasises that culture isn’t fixed by campaigns but by living values. He warns that cost-cutting shouldn’t compromise trust, and realignment requires leaders to model core values genuinely.

Tina Benson from Team Tactics notes that culture evolves with the business, necessitating regular reassessment of values and practices. She stresses that leadership buy-in is crucial for realignment.

Lucy Bisset of Robert Walters North highlights HR’s role as a bridge between leadership and employees, ensuring values are consistently communicated and embedded in all systems.

*The report, based on insights from 1,500 professionals and 250 employers, underscores the need for HR to lead by example, fostering a culture of purpose and belonging through genuine leadership and team-building initiatives.

Strategies to Tackle Culture Rot:

• Leadership Engagement: Leaders must actively embody and promote the organisation’s core values. This means demonstrating integrity and transparency in all actions and decisions.
• Regular Reassessment of Values: Organisations should frequently revisit and refine their core values and practices to ensure they align with the evolving business landscape and employee expectations.
• Enhance Communication: Clear and consistent communication across all levels is vital. Establish open channels for feedback and dialogue to ensure employees feel heard and valued.
• Incentivise Positive Behaviour: Develop incentive programs that reward behaviours aligning with the company’s values, encouraging employees to contribute positively to the culture.
• HR as a Cultural Bridge: HR should act as a mediator between leadership and staff, ensuring that changes in values are quickly and effectively integrated into recruitment, onboarding, and performance management.
• Team Building and Engagement: Organise workshops, away days, and team-building activities to reinforce a sense of purpose and belonging among employees.
• Focus on Psychological Safety: Create an environment where employees feel safe to express their concerns and ideas without fear of retribution.

By implementing these strategies, organisations can rebuild a strong, positive culture that aligns with their values and supports a healthy, productive work environment.

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