As the festive season approaches and 2025 draws to a close, it’s the perfect time to pause, reflect, and plan for the year ahead. This year has underscored the importance of trust, wellbeing, and authentic connection in the workplace - values that will continue to shape successful teams in 2026.
Warning: reading this article may cause excessive optimism and spontaneous humming of Christmas tunes. Proceed with caution.
On the first day of Christmas, 2025 gave to me… A culture of trust
Trust is the foundation of a high-performing workplace, but it must be earned. While 90% of business leaders believe their customers trust them, only 30% of customers actually do. This "trust gap" extends to employees, too. To close it, focus on building authentic relationships. Actions speak louder than words, so ensure your company values are reflected in everyday management behaviours and transparent communication. A culture of trust empowers employees, boosts productivity, and creates a competitive edge in attracting top talent.
“Our vision to be the universal symbol of trust has never been more relevant - or more urgent... it’s not enough for businesses to recognise that trust drives performance; they also need to act on the core drivers that build it: authenticity, consistency, transparency, accountability, and customer-focused innovation.” Edward Bolton, Enterprise Customer Success Manager, Trustpilot.
On the second day of Christmas, 2025 gave to me... Two-way communication
Genuine employee advocacy isn't built on grand gestures but on small, consistent interactions. Foster honest, two-way communication where leaders are visible, actively listen, and solicit input from their teams. When employees feel heard and valued, they become your greatest advocates. This is especially crucial during challenging times. Instead of pulling back, double down on transparent engagement to sustain morale and reinforce that everyone is in it together.
Drawing on her experience at both Virgin Atlantic and the London 2012 Olympics and Paralympics, Linda Moir, the leader handpicked by Sir Richard Branson to “make flying fun”, revealed that being visible, listening to team members, and soliciting their input led to genuine engagement. For example, she described how crew managers at Virgin Atlantic would be present in crew rest areas every day, having real conversations and picking up on concerns before they escalated. Similarly, Olympic team leaders would start each day sharing positive stories and celebrating small wins.
On the third day of Christmas, 2025 gave to me... Three tiers of support
A comprehensive approach to mental health is non-negotiable. Start by laying the groundwork with visible leadership support, a clear mental health policy, and defined roles for support. Implement Mental Health First Aid (MHFA) to equip employees with the skills to listen, empathise, and guide colleagues toward professional help. Finally, normalise the conversation around mental health to reduce stigma. By creating a multi-layered support system, you build a thriving community that cares.
“Mental health first aiders are there to listen, empathise, and help people access the support they need. They’re not clinicians, and they don’t diagnose conditions or replace professional care. Instead, they act as a first point of contact – someone who can spot the early signs of poor mental health, start a supportive conversation, and guide colleagues towards appropriate help. That might include self-help resources, professional services, or crisis support.” Sarah McIntosh, CEO of Mental Health First Aid (MHFA) England.
On the fourth day of Christmas, 2025 gave to me... Four inclusive policies
Diversity, equity, and inclusion (DE&I) must be more than a checkbox; it needs to be woven into the fabric of your organisation. Start by reviewing your policies and procedures through a DE&I lens. Are your family-friendly policies, salary structures, and benefits practices inclusive from different standpoints? Ensure your recruitment and promotion processes actively encourage a diverse workforce. A genuinely inclusive culture not only prevents discrimination but also drives innovation and makes your organisation a better place to work.
“DE&I strategy needs to be genuine and embedded into every single thing that the employer does.” Andrew Moore, Partner, Addleshaw Goddard LLP.
On the fifth day of Christmas, 2025 gave to me... Five golden rings of wellbeing
Employee wellbeing extends beyond mental health. Promote physical health by addressing lifestyle factors that impact your team. Consider offering healthy snacks, designing workspaces that encourage movement with sit-stand desks, and creating quiet zones to reduce stress. A focus on heart health is also vital. The British Heart Foundation notes that cardiovascular disease is a leading cause of employee absence. Simple steps, like providing CPR training and offering health checks, can create a healthier, more resilient team.
Emily McGrath, Senior Cardiac Nurse at British Heart Foundation highlights the importance of adapting your workplace to support heart heath. She said: “One of the key factors is for employers to promote physical activity throughout the day. This can be achieved by designing workspaces that encourage movement, such as providing sit-stand desks, ensuring easy access to stairs, and creating safe, pleasant walking routes around the office or building. Employers can also encourage short, regular breaks for movement, which not only benefits heart health but also improves concentration and productivity”.
On the sixth day of Christmas, 2025 gave to me... Six managers coaching
Training fills knowledge gaps, but coaching unlocks potential. While training teaches the ‘what,’ coaching explores the ‘how’ and ‘why.’ It's a conversation-based approach that helps employees clarify motivations, overcome blockers, and shift their thinking. Encourage your managers to integrate coaching into their daily interactions by asking insightful questions and being patient. This approach is particularly effective for navigating change, resolving conflict, and fostering deep behavioural shifts that drive performance.
Linda Hardy, COO of Business Leader, Executive Mentor and Business Coach, said: “Coaching clarifies motivations, identifies blockers, and transforms relationships, culture, and performance.”
On the seventh day of Christmas, 2025 gave to me... Seven employees-a-swimming in new roles
Employee development is a key driver of retention. Secondments offer a powerful way to bridge skills gaps and provide valuable career growth. By allowing employees to take on a new role internally or at a partner organisation, you provide them with fresh perspectives and new skills. This not only enhances their career potential but also brings new knowledge back into your business. As one survey showed, nearly one-in-five employees feel more valued when given better professional development opportunities.
“It’s important to remember that secondments offer employees valuable career development and the chance to experience life outside of their current role, which can give them better grounding and the ability to further enhance their career potential,” said Garry Hulme, Resourcing Delivery Manager at Government Digital and Data.
On the eighth day of Christmas, 2025 gave to me... Eight people-a-making social value
Integrating social value into your company culture can significantly boost employee engagement and community impact. This could involve anything from offering paid volunteering days to partnering with local schools. At lifting equipment hire company LGH, employee-led forums allow staff to voice ideas and suggest initiatives, giving them ownership and a sense of purpose. Aligning these initiatives with your core values ensures they are meaningful and create a positive impact beyond business operations.
For businesses wanting to create social value, Kelly Clapperton, Group Head of HR Europe at LGH Group, suggests employers should: “Start by listening to your employees and community. Engage them in the conversation and create initiatives that align with your company’s values and strengths. Focus on long-term impact rather than short-term efforts and integrate social value into your business strategy to ensure sustainability”.
On the ninth day of Christmas, 2025 gave to me... Nine leaders dancing with purpose
A great workplace is one where employees have pride in what they do and enjoy the people they work with. This starts with purpose. Sustainability initiatives, for example, can become a powerful unifying force. Faversham House, a B Corp-certified events company, ties ten per cent of employee bonuses to sustainability KPIs and has reduced its attrition rate from 31% to just five-point-eight per cent. When employees feel they are part of something bigger, their engagement and loyalty grow.
“Sustainability can shape talent attraction and retention, leadership, supplier relationships, and long-term business resilience... Leaders must set the tone; sustainability can’t just be a tick-box exercise or PR,” said Amanda Barnes, Chief Executive at Faversham House.
On the tenth day of Christmas, 2025 gave to me... Ten people-a-leaping into traineeships
True inclusivity means creating opportunities for everyone. Consider developing programmes that support individuals who face barriers to employment. The Gym Group’s inclusive traineeship, designed for people with disabilities, focuses on building confidence and securing long-term careers. By providing personalised support, adaptive resources, and a welcoming environment, you can empower individuals to achieve their potential while strengthening your team and contributing to a fairer society.
On their programme, Jennagh Delaney-Harding, Senior Talent Acquisition & ER Manager at The Gym Group, said: “[It] aims to break down barriers to employment and foster an inclusive environment. Participants receive tailored support to achieve independence, self-esteem, and clear career aspirations, while working towards a formal qualification to enhance their employability.”
On the eleventh day of Christmas, 2025 gave to me... Eleven pipers piping up
To improve your workplace culture, you must be willing to listen. The first practical step is to ask your employees for feedback through surveys or focus groups. The most important step is to act on what you learn. This demonstrates that you value their perspective and are committed to continuous improvement. Creating a culture where feedback is encouraged fosters psychological safety and empowers everyone to contribute to a better work environment.
“What matters most is creating a safe space for employees to share honest feedback about their experience at work. Once you’ve gathered those insights, the next practical step is to act on them. Even small, visible changes based on employee feedback can build trust and signal to people that their leaders are genuinely committed to improving the culture,” suggests Abigail Animwa, Senior Insights Manager at Great Place To Work.
On the twelfth day of Christmas, 2025 gave to me... Twelve drummers drumming for recognition
Feeling valued is a fundamental human need. Don't underestimate the power of recognition. A great workplace is one where employees feel seen and appreciated. This can be as simple as a public acknowledgement of a job well done or as structured as a peer recognition programme. Making recognition a consistent practice builds morale, reinforces positive behaviours, and strengthens the connection between employees and the organisation.
Abigail Animwa, Senior Insights Manager at Great Place To Work, said: “A great workplace is where employees trust the people they work for, have pride in their work, and enjoy their colleagues; this experience should be consistent for every employee.”
As you head into the new year, we hope these twelve tips provide the inspiration you need to make 2026 your best year yet.
