Free webinar offers expert tips to strengthen culture, morale, and retention heading into 2026
As HR professionals and business leaders well know, year-end brings more than operational pressures. It also presents people challenges ranging from disengagement to burnout. The risk? Your talent taking a hit just as the organisation gears up for the year ahead.
2025 has already marked a noticeable dip in employee engagement, with a knock-on effect on productivity and performance, according to recent research by Reward Gateway | Edenred. Only 47% of Australian employees frequently feel productive in 2025, compared to 68% in 2024 — a significant drop that should serve as a wake-up call, warns Kylie Terrell, Director of Consultancy APAC.
What can be done to address this issue? That’s the topic of an upcoming webinar, Retention reset: Ending the year with connection. A timely discussion designed to help attendees navigate the final months of 2025, Terrell will focus on how recognition, wellbeing support, and meaningful connection can strengthen culture, morale, and retention for the year ahead.
“HR leaders need to focus on reinforcing individual progress and contribution, helping employees see the link between their work and the organisation’s success,” Terrell says, noting that when people feel their efforts are recognised and their growth is supported, they’re far more likely to stay.
It’s also clear that flexibility continues to be a defining factor in retention, but the main challenge for organisations has evolved. Now, it’s about getting the balance right by creating hybrid models that deliver both the flexibility employees crave and the sense of connection and belonging that drives engagement.
“Flexibility is no longer a ‘nice to have,’ it’s a core part of the employee experience,” Terrell adds. “Organisations that don’t adapt risk losing talent to those that do.”
Preparing for the challenges ahead
Retention begins with clarity and authenticity around what makes your organisation unique. An organisation’s Employee Value Proposition (EVP) is key in communicating that. When’s the last time you’ve looked at yours?
An EVP should clearly articulate brand, culture, and working conditions and how those things impact the people you want to retain, Terrell explains. It’s not just about what’s offered, but how it’s experienced and understood.
“HR leaders should review how their EVP is packaged, promoted, and communicated to ensure it resonates meaningfully with individuals across diverse roles and life stages,” she suggests.
This rolls out to encompass total rewards, from pay and benefits to flexibility and development opportunities, which also need to be fit for purpose and for individuals. HR leaders have learned that even well-designed reward programs can miss the mark if the value isn’t communicated effectively or doesn’t land with impact.
It’s critical to have visibility around employee sentiment. Organisations should go beyond the annual engagement survey by deploying more frequent pulse checks and employee Net Promoter Score (eNPS) surveys to capture real-time feedback. This data can be used to identify early warning signs, such as dips in recognition activity or feedback trends that point to disengagement and address them before they escalate. Transparent communication about what’s being heard and how the organisation plans to respond is critical to maintaining trust.
That sentiment applies across the board, as employees want to feel informed and included, especially in times of change or uncertainty. There should be a focus on open and honest discussion that shares the “why” behind business decisions.
“It helps people understand the bigger picture and reinforces confidence in leadership,” Terrell explains. “It’s also an opportunity to remind your people why they chose you and what makes your brand worth staying for.”
Finally, Terrell notes that retention often hinges on the quality of the employee–manager relationship. Those can be deepened by understanding that recognition isn’t reserved for the big wins: celebrating progress helps sustain motivation and reinforces behaviours that drive success, and ultimately that positive end result.
“The key is understanding what motivates each team member and recognising contributions in ways that feel personal and authentic. Supporting leaders to build their emotional intelligence (EQ) and engage in ‘always-on’ conversations, rather than waiting for formal reviews, can make a significant difference,” she says. “HR can reinforce this by providing manager playbooks for recognition, coaching, flexibility, and career conversations. This gives managers the confidence and tools to engage their people consistently and meaningfully.”
Become a strong contender in the ongoing competition for top talent
Final thoughts? HR professionals and business leaders grappled with a multitude of retention challenges over 2025, with one of the biggest the ongoing competition for top talent. Many skilled employees are being proactively approached by other organisations, so it’s essential for HR teams to adopt always-on engagement strategies that keep people connected and valued, Terrell advises.
She notes that regular touchpoints, meaningful communication, and visible recognition can go a long way in strengthening loyalty before a competitor steps in, and adds that it’s imperative organisations recognise that issues around retention and engagement will remain a hurdle heading into the New Year.
“In a competitive market, employees are evaluating their ‘What’s In It For Me?’ (WIIFM) more closely than ever,” Terrell says. “Organisations should take every opportunity to get ahead of that question.”
Arm yourself with information and best practices for the year ahead. If you’re looking to boost engagement and retention for 2026 and beyond, this is the webinar for you. Register now to reserve your spot!
