Building a Fulfilling Career in the Age of Job Hugging
- “Job hugging” and “quiet cracking” became the defining workplace terms of 2025, describing people who stay in a role out of fear rather than fulfilment, and then quietly disengage while they stay.
- In Singapore, 60% of workers intend to stay with their current employer, yet 73% are actively looking elsewhere at the same time, a genuine gap between staying and feeling fulfilled.
- A 2025 Stanford study identified the specific components that produce a flow state and built a model for triggering it more reliably, moving flow from an inspiring idea to something closer to a trainable skill.
- Fulfilment has consistently ranked among the strongest predictors of resilience in our own research across thousands of professionals, and purpose and flow are what actually produce it, not job security alone.
Could this be life’s most important question? The quest for a fulfilling career is open to almost everyone today. That was not always true. There is some science and logic to answering it, but it remains partly an art. Sometimes it takes years of agonising pursuit and course correction. Sometimes we are just lucky.
A civil engineer once told me about battling through large industrial projects for years, until, by luck, he discovered that certain people in his area wanted large underground cellars and bunkers. Within months he found himself in a niche that gave him challenge, fulfilment, and reward. There was plenty of hard work behind it, but the discovery itself was luck and good timing meeting years of prepared skill.
Why This Question Matters More Right Now
“Job hugging” and “quiet cracking” became two of the defining workplace terms of 2025. Job hugging describes employees staying in their current role, not out of loyalty or satisfaction, but out of fear, given a cooler hiring market and economic uncertainty. Quiet cracking describes what happens next: people who stay, feel stuck, and slowly disengage while remaining physically present. Neither term describes a fulfilling career. Both describe its absence, dressed up as stability.
Singapore’s own labour market data shows the same split. According to ManpowerGroup’s Global Talent Barometer, 60% of Singapore employees intend to remain with their current employer, yet 73% are actively seeking new opportunities at the same time. That gap, staying while still looking, is exactly what job hugging looks like in practice, and it is a poor substitute for the genuine engagement that comes from purpose, flow, and fulfilment actually aligning. Security and fulfilment are not the same thing, and 2025’s labour market has made that distinction unusually visible.
Defining a Fulfilling Career
We are free to seek what matters to us. Massive, quick wealth. A safe, steady career that meets basic needs. Changing the world. Keeping a parent or spouse happy. Being the best in a field. Travelling. Surfing. Many more besides.
Across thousands of people we have worked with, the most fulfilling careers integrate purpose, flow, and fulfilment. Purpose, clear and meaningful, is the input that defines the scope of your career. Fulfilment, engaged and happy, is the output when you get it right. Flow is what binds the two together.
Flow is a state that emerges from skilful activity in service of your purpose. It happens when your skills match a meaningful challenge closely enough that you become fully engaged and deeply connected to the execution itself. It is often described as an optimal performance state, and it is widely, if not always precisely, cited as making people several times more effective than their steady state, an estimate that traces back to internal research popularised by Harvard Business Review rather than an independently published academic source. Treat the specific multiplier as an illustration rather than a verified fact. The underlying effect, that flow meaningfully outperforms distracted, disengaged effort, is well established regardless of the exact number attached to it.
A great wine, an ice cream, or a love story can give you a surge of happiness. That surge fades quickly, sometimes replaced by regret or more craving. Flow’s fulfilment lasts longer, because it comes from mastery rather than consumption. To experience it, you must define, explore, and train the skills required, not simply wait for the feeling to arrive.
What Recent Flow Research Actually Shows
Flow research has moved past inspiring anecdotes. A 2025 study from Stanford Graduate School of Business, led by David Melnikoff alongside researchers at the University of Chicago and San Diego State University, identified the specific components necessary to reach a flow state and built a computational model to make the concept concrete and repeatable rather than something you either stumble into or do not. The key insight is that flow is not about perfection or consistently acing a task. It is about entering a zone of maximum focus where, unlike most goal pursuit, stopping becomes the hard part rather than starting.
This matters practically. It means a fulfilling career is not a personality trait some people have and others lack. It is closer to a set of conditions, matched skill and challenge, a clear goal, and sustained focus, that can be deliberately engineered into your work rather than hoped for.
Building Your Fulfilling Career
A lucky few bump into a meaningful purpose and discover the skills to achieve it in flow. We often think of the musical genius, the gifted young athlete, or the young entrepreneur as blessed with an instant solution. Those who research these people closely find a massive amount of focused work behind the apparent ease, plus brilliant teachers, mentors, or colleagues who pushed them forward.
Getting the match between purpose, flow, and fulfilment right requires deliberate discipline over long periods. You may need to modify, retrain, or even change careers to get there. The biggest risks are complacency, entitlement, and rigidity. Do not expect a dream career to land in your lap, or assume you are owed one. Hunt for the right opportunities. When a choice stops working, stay alert and flexible. Sometimes you double down. Sometimes you change course and start again.
Eight practical drills, and a trap to watch for in each, follow below.
1. Apply your life experience. Examine your own life first. What inspired you? What have you been good at? Where have you found flow? What has given you deep fulfilment?
Trap: unrealistic comparisons with experts who are years ahead of you.
2. Learn from those you admire. Study how they discovered their journey, who helped them, and how they developed their skills. Real experts almost always have coaches. Gather a few mentors. Consider getting one yourself.
Trap: the impulse to believe you can do it entirely alone.
3. Shape your purpose. Start with your own passion, but make sure it extends beyond a short-term goal. How will you measure your progress as your career develops?
Trap: seeing purpose only from your own perspective, rather than asking what the world actually needs.
4. Define the flow that will get you there. Break your purpose into achievable challenges, then consider how you will train the skills each one requires. A debater who spends a decade competing arrives in a major case with a deep reserve of experience to draw on.
Trap: leaving skill development too late to matter.
5. Focus on clear, challenging goals. Work in focused bursts, giving full attention to the goal directly in front of you. The more focused you can be, the more flow leverage you gain and the faster you progress.
Trap: spending energy on what you cannot influence right now.
6. Practise and fine-tune the skills required. A coach helps here more than almost anywhere else. Professionals in every field master the finer components of their discipline through deliberate, drilled practice.
Trap: skipping the finer points of your skill set.
7. Embrace failure and setbacks. Take time for an honest after-action review. Sports teams analyse video feedback to pinpoint exactly which sequence of decisions delivered success or failure, then practise the adjustment. Your career deserves the same discipline.
Trap: pushing failures under the carpet instead of examining them.
8. Celebrate your successes. Meeting a goal and experiencing flow both bring genuine fulfilment. Take time to enjoy it. Tell the story. Rest and recover before the next push.
Trap: rushing back into the grind too quickly to actually notice the win.
Before your next career review, ask yourself:
- Am I staying in this role out of genuine fulfilment, or out of the same caution driving 2025’s job hugging trend?
- Where in my week do I actually experience flow, and where is that time getting crowded out?
- What is the one skill, drilled deliberately, that would open up more flow in the work I already do?
Staying in a job is not the same as building a career. In a labour market defined by job hugging and quiet cracking, purpose, flow, and fulfilment are not soft extras. They are the difference between staying put and actually going somewhere.
Why Workplace Culture Matters: The Models That Have Held Up
- Edgar Schein’s model of organisational culture, developed in 1980, is still being empirically tested in peer-reviewed studies published in 2024 and 2025, across industries and countries as different as Indonesian schools, Ghanaian small businesses, and Japanese business schools.
- Gallup’s employee engagement research has produced remarkably consistent findings across more than two decades and eleven editions of its meta-analysis, evidence that is rarely this durable in organisational research.
- Deloitte found in 2012 that 94% of executives and 88% of employees believed a distinct workplace culture mattered to business success. A 2024 Deloitte survey found almost identical sentiment, 93% and 88%, on a related question about purpose and culture.
- The oldest and best-tested finding in this field is also the simplest: culture is not what an organisation says about itself. It is the pattern of behaviour it actually rewards, day to day.
Workplace culture is something you can sense within minutes of walking into a building, and something that resists being pinned down in a sentence. That tension is not new, and neither is the best available explanation for it. Some of the most useful research on workplace culture is decades old, and what makes it worth revisiting now is not novelty. It is that recent, rigorous studies keep testing these older ideas and keep confirming them.
A 45 Year Old Model That Keeps Getting Retested
Edgar Schein’s model of organisational culture, first developed in 1980 while he was at MIT’s Sloan School of Management, describes culture across three levels: visible artefacts (office layout, dress code, written policies), espoused values (what an organisation says it believes), and underlying basic assumptions, the deepest, least visible layer, and the one that actually drives behaviour. Some cultural elements are easy to see. The values, beliefs, and norms underneath them are much harder to identify from the outside, and often harder for people inside the organisation to name too.
What makes this model worth citing in 2026 is not that it was influential once. It is that researchers keep independently testing it with modern statistical methods and keep finding it holds up. A 2024 study applied Schein’s framework to teacher performance and job satisfaction in schools. A 2025 study used structural equation modelling to test Schein’s model against leadership competencies and organisational structure in small and medium enterprises. Different countries, different industries, different decades since the original theory, and the underlying logic keeps replicating: culture operates on visible and invisible levels, and the invisible level is where the real explanatory power sits.
What Decades of Data Confirm About Culture and Performance
Gallup’s Q12 employee engagement meta-analysis is now in its eleventh edition, and the headline findings have proven unusually stable across more than twenty years and 183,806 business units worldwide: organisations in the top quartile for engagement consistently show meaningfully higher profitability, productivity, and customer loyalty than those in the bottom quartile, alongside sharply lower absenteeism and turnover. In a research field where findings often shift or fail to replicate, this level of consistency across two decades of editions is itself a form of evidence.
Deloitte’s research tells a similar story from a different angle. Its original Core Beliefs and Culture survey found 94% of executives and 88% of employees believed a distinct workplace culture was important to business success, a wide gap from the roughly 12% of executives who felt their own organisation was actually getting it right. More than a decade later, a 2024 Deloitte workplace study found almost identical sentiment, 93% of executives and 88% of workers agreeing that culture and purpose genuinely matter to how an organisation performs. The specific number barely moved. The belief that culture matters has not faded with time. What continues to lag is execution.
Resilience as the Engine Behind Culture
Culture is shaped by the behaviours an organisation encourages, radiates, and nurtures over time, and different organisations reasonably need to encourage different things. A corporate client focused on navigating external market disruption needs a different emphasis than a first responder unit that needs toughness under acute pressure, which needs something different again from a public health department adapting to shifting community needs. None of these should be built on a single trait alone. Toughness without empathy produces a brittle culture. A focus on external change without attention to internal wellbeing burns people out from the inside while they are busy managing the outside.
Resilience Institute’s own integral approach, first set out by founder Dr Sven Hansen in Inside-Out (2015), rests on six assumptions that have aged well against more recent, independent research: resilience is a learnable skill available to everyone, not a fixed trait some people simply have; it integrates body, emotion, mind, and purpose rather than treating performance as a purely cognitive exercise; it takes a fundamentally positive view of human development; it is dynamic, requiring an ongoing balance between demands and resources rather than a one-time fix; it is systemic, responding to and shaping the environment around it; and it is non-judgemental, meeting people wherever they currently are as the actual starting point for growth.
Independent research published since 2015 has largely reinforced these assumptions rather than undermining them. A large 2025 meta-analysis of leader mindfulness found consistent effects on follower wellbeing and performance, supporting the idea that resilience-related skills are learnable and transferable rather than fixed. Resilience Institute’s own 2025 Global Resilience Report, drawn from more than 8,400 professionals across 70 countries, found the gap between struggling and thriving employees is driven almost entirely by emotional regulation, not raw talent or effort, directly consistent with the integrated, whole-person view Hansen described a decade earlier.
Using Resilience as a Transformation Engine
Before your next culture initiative, ask:
- Are we measuring the invisible level of our culture, values and assumptions, or only the visible artefacts?
- Where does our stated culture diverge from the behaviour we actually reward day to day?
- Are we treating resilience as a fixed trait some people have, or as a skill we are actively building across the organisation?
The best evidence in this field is not the newest. It is the oldest evidence that keeps surviving contact with new data. Culture is still what an organisation actually does, not what it says, and four decades of research have not found a reason to say otherwise.
20 Types of Workplace Culture, and What the Research Says Works
- Four of the culture types below, clan, adhocracy, market, and hierarchy, come from Cameron and Quinn’s Competing Values Framework, one of the most studied models in organisational research.
- A 2025 study using the framework’s assessment instrument found that hierarchy culture is often the dominant style in large organisations, even though clan culture, with its focus on people and belonging, is associated with stronger resilience.
- Separate 2025 research found adhocracy culture has the strongest link to digital transformation capability among the four core types, ahead of clan, market, and hierarchy.
- Gallup’s 2026 workplace report found global engagement fell to 20% in 2025, with the sharpest decline among managers, a reminder that culture is carried by daily leadership behaviour, not by a values poster.
Workplace culture gets described in a lot of grand language: the soul of an organisation, its DNA, the thing that eats strategy for breakfast. Most of that language is not wrong, exactly, but it is not especially useful either. What is useful is knowing where these culture types actually come from, what the current research says about which ones support resilience, and having a clear enough picture of your own culture to do something about it.
Where These Culture Types Actually Come From
Four of the categories below, clan, adhocracy, market, and hierarchy, are not marketing labels. They come from the Competing Values Framework (CVF), developed by Cameron and Quinn and built around two tensions every organisation navigates: flexibility versus control, and internal focus versus external focus. It remains one of the most extensively tested models in organisational culture research, with a validated assessment tool, the Organisational Culture Assessment Instrument, used across industries from healthcare to manufacturing.
The other types in this list are not part of that academic framework. They are practical, commonly used descriptions (performance-oriented, well-being, transparent, and so on) that organisations and consultants use to describe cultural emphasis. Both kinds are useful. It just helps to know which is which before you go looking for a study to back up a claim about your “aggressive culture.”
What Recent Research Says About Culture and Resilience
An exploratory study applying the CVF’s assessment instrument to public institutions found that hierarchy culture tends to be the dominant style in practice, even though employees consistently prefer, and organisations benefit more from, a clan culture oriented around unity and belonging. The researchers concluded that resilient cultures are specifically the ones that emphasise cohesion and mutual support, because that is what allows an organisation to absorb a shock and respond rather than fracture under it.
A separate 2025 study published in Information and Management examined all four CVF culture types against digital transformation capability and found adhocracy culture had the strongest positive relationship, followed by clan, then market, then hierarchy. The practical read for leaders is not “pick one culture type and commit forever.” It is that different cultural emphases pay off for different challenges, and a resilient organisation needs enough flexibility in its dominant culture to draw on adhocracy’s adaptability and clan’s cohesion when the moment calls for either.
This is not an abstract concern. Gallup’s State of the Global Workplace 2026 report found global employee engagement fell to 20% in 2025, its lowest point since 2020, with the sharpest single year drop occurring among managers, the people most directly responsible for translating a stated culture into daily behaviour. Culture that exists only in a values document does not show up in that kind of data. Culture that is actually practised does.
Culture and Strategy Are Not Actually in Competition
The idea that “culture eats strategy for breakfast” gets repeated so often it has lost some of its meaning, but the underlying point holds up. Strategy sets the direction. Culture determines whether people actually follow it when no one is watching.
Deloitte’s Core Beliefs and Culture research found 94% of executives and 88% of employees believe a distinct workplace culture is important to business success, though only around 12% of executives believed their own organisation was actually driving the “right” culture, a gap worth sitting with. More recently, Deloitte’s 2024 workplace wellbeing research found 93% of executives and 88% of workers agree a company’s purpose should extend beyond shareholders to include people and society, and that organisations investing in what Deloitte calls human sustainability see stronger engagement, retention, and trust in leadership as a result. The pattern across both surveys is consistent: people already believe culture matters. The gap is in execution, not conviction.
Culture Is Practised, Not Mandated
You cannot mandate culture into existence with a mission statement or a slogan on a wall. It is built through consistently repeated behaviour, starting with leaders. As Gandhi put it, “Be the change you wish to see in the world.” In an organisation, that means leaders modelling the values they want to see before anyone else adopts them, because employees calibrate to what leadership actually does, not what leadership says in a town hall.
Types of Workplace Culture
Most organisations are a blend of several of these. Missing one you recognise from your own workplace? Let us know.
Resilient Culture. Prioritises adaptability and the ability to recover from setbacks. Strong for quick recovery and sustained problem-solving, but can tip into complacency if people assume resilience will always carry them through without addressing root causes. Start by measuring your current resilience levels rather than assuming you know where you stand. This type tends to support and strengthen all the others on this list.
Clan Culture (Competing Values Framework). Resembles an extended family, built on collaboration, loyalty, and shared tradition. Strong for loyalty and a nurturing environment, weaker on incorporating outside ideas and can drift toward excessive consensus-seeking. Build it through genuine interpersonal investment and team-building, not forced fun.
Adhocracy Culture (Competing Values Framework). Encourages risk-taking, innovation, and entrepreneurial behaviour. Strong for agility and pioneering work, weaker on stability, and can tip into chaos without some structural anchor. The 2025 research above found this culture type has the strongest link to digital transformation capability of the four CVF types.
Market Culture (Competing Values Framework). Focused on results, competition, and the external environment. Strong for competitive edge and goal achievement, weaker on long-term thinking and can neglect employee wellbeing if left unchecked.
Hierarchy Culture (Competing Values Framework). Structured, with clear roles and defined procedures. Strong for stability, predictability, and efficiency, weaker on innovation and change readiness. The most common dominant style in large organisations, according to the research cited above, but not the one most associated with resilience.
Purpose Culture. Driven by a shared mission beyond profit. Strong for commitment and alignment, weaker on operational discipline if the mission is not tied to concrete metrics.
Learning Culture. Prioritises growth, knowledge-sharing, and adaptability. Strong for staying current, weaker on decisiveness if constant learning tips into analysis paralysis or change fatigue.
Innovative Culture. Emphasises creativity and new ideas. Strong for market leadership, weaker on focus if novelty is rewarded for its own sake.
Customer-centric Culture. Built around exceeding customer expectations. Strong for loyalty and satisfaction, weaker on internal operations or employee experience if the balance tips too far outward.
Team-first Culture. Centred on collaboration and team dynamics. Strong for cohesion, weaker on individual accountability and can slide into groupthink.
Aggressive Culture. Driven by competition and outperforming rivals. Strong for achieving significant milestones, weaker on sustainability and ethical guardrails need to be explicit and enforced, not assumed.
Performance-oriented Culture. Rewards based on measurable results. Strong for clarity and achievement, weaker if metrics crowd out process quality or ethical behaviour.
Safety-first Culture. Built around protocols and training. Strong for reducing incidents and building trust, weaker on speed, and can breed complacency if audits become routine rather than genuinely scrutinised.
Bureaucratic Culture. Rigid adherence to established policy. Strong for standardisation and compliance, weaker on innovation and change response.
Holacracy. A flatter system without traditional hierarchy, with clear but autonomous roles. Strong for flexibility and empowerment, weaker on accountability if role boundaries are not actively maintained.
Diversity and Inclusion Culture. Prioritises inclusiveness across backgrounds. Strong for wider perspectives and morale, weaker if initiatives stay surface-level rather than structural.
Sustainability and Green Culture. Built around eco-friendly practice. Strong for reputation and long-term thinking, weaker if upfront costs are not budgeted honestly, which invites greenwashing accusations.
Transparent Culture. Built on open communication and shared information. Strong for trust, weaker if information sharing outpaces people’s ability to process it usefully.
Global Culture. Prioritises multicultural operation and global perspective. Strong for reach and adaptability, weaker on complexity and requires genuine cultural sensitivity training, not a single onboarding slide.
Coaching Culture. Built on continuous feedback and mentoring. Strong for development and retention, weaker if it tips into over-management rather than genuine growth support.
Well-being Culture. Focused on holistic employee health, physical, mental, and emotional. Strong for productivity and retention, weaker if wellness initiatives become a substitute for addressing the operational causes of stress in the first place.
If you are a senior HR, L&D, or OD leader working through what a resilient, inclusive culture actually looks like across borders and functions, Resilience Institute and Aperian are co-hosting Fit for Change, Across Difference, a closed-door gathering of 40 to 45 senior leaders in Singapore on 16 October 2026. The session looks at cultural agility, cross-cultural psychological safety, and human-first leadership in an AI-driven world, the same questions this article is built around, worked through directly with peers. It is invite-only with limited seats, RSVP by 30 September 2026. Details are on the event page.
Cultivating the Culture You Want
Look at your own organisation honestly. Which of the types above actually describes it today, not which one you would like to claim in a recruitment deck? Then ask what specific, repeatable behaviours would move you toward the culture you actually want.
Before your next leadership offsite, ask:
- Which culture type would we honestly assess ourselves as today, using a validated instrument rather than a gut feeling?
- Where does our stated culture diverge from what our engagement or resilience data actually shows?
- What is one behaviour our leadership team could model consistently, starting this month, that the culture we want actually requires?
Culture is not a slogan you choose. It is the pattern of behaviour your organisation actually rewards, and the research now gives leaders a real way to measure which pattern they have, rather than guessing from a values poster.
The ROI of Resilience Training: What Current Data Shows
- Gallup’s 2026 State of the Global Workplace report puts disengagement’s global cost at roughly USD 10 trillion a year, up from the USD 8.8 trillion figure most resilience ROI content still cites.
- Gallup’s latest Q12 meta-analysis, covering 183,806 business units and 3.3 million employees across 90 countries, finds top-quartile engaged teams deliver 23% higher profitability and 78% lower absenteeism than bottom-quartile teams.
- The global corporate wellness market reached USD 55.1 billion in 2025, according to Grand View Research, confirming this is now a mainstream line item, not a fringe benefit.
- In Singapore, SkillsFuture Enterprise Credit can subsidise up to 90% of eligible resilience and leadership training costs, materially changing the net ROI calculation for local organisations.
Leaders invest in wellbeing and resilience because they are good employers. They care about their people. They hope resilience might improve performance. Steadily accumulating research shows these programmes deliver consistently positive returns on investment. Most organisations are still leaving money on the table by treating this as a values decision rather than a financial one.
ROI studies show the value of an investment in net present value terms. An ROI of 4 to 1, about average for resilience training, means a USD 100,000 investment is worth USD 400,000 to you on the day you invest.
The Business Case Just Got a Larger Price Tag
Gallup’s 2026 State of the Global Workplace report puts the annual global cost of disengagement at roughly USD 10 trillion, close to 9% of global GDP, and finds global engagement fell to 20% in 2025, its lowest point since 2020. This is a meaningful jump from the USD 8.8 trillion figure Gallup reported a few years ago and that much resilience ROI content still quotes. The cost of doing nothing keeps rising faster than the cost of a training programme.
There is a regional bright spot worth naming. Southeast Asia’s engagement rate now sits at 26%, above the global average and more than double the region’s 2011 level. That trend line makes continued investment in the region look less like catching up and more like protecting a genuine advantage.
What a Dollar Invested Actually Returns
Gallup’s Q12 meta-analysis, now in its eleventh edition and covering 183,806 business units, 3.3 million employees, 347 organisations, 90 countries, and 53 industries, remains the largest study of its kind. Comparing top-quartile to bottom-quartile engaged business units, the current edition finds:
- 10% higher customer loyalty and engagement
- 23% higher profitability
- 14 to 18% higher productivity
- 78% lower absenteeism
- 21% lower turnover in high-turnover organisations (above 40% annualised)
- 51% lower turnover in low-turnover organisations (40% or below)
These figures have held remarkably consistent across multiple editions of Gallup’s meta-analysis over more than two decades, which is itself part of the case. This is not a single study that might not replicate. It is one of the most repeatedly confirmed findings in organisational research.
What Is a Resilience Programme
Resilience is a learned set of attitudes, knowledge, and skills to bounce through adversity, grow, connect, and reach optimal performance, what we call flow. These capabilities help people recover from setbacks, improve wellbeing, connect effectively, and lift productivity. We call the approach Performance with Care.
People are holistic, with body, emotion, and mind connected whether in distress or at peak performance. A pill does not solve depression on its own. A single workshop will not solve performance on its own. Only an integral, evidence-based, practical approach meets the real diversity of needs across a workforce. A resilience programme includes careful design against clear objectives, fully briefed and visibly engaged leadership, well-considered measurement of the relevant factors, individual and group feedback that actually informs training design, targeted training delivered over time, and ongoing measurement, adjustment, and improvement.
What Current Research Shows by Category
Grouping current studies into major categories, each with the confirmed ROI range from controlled research:
- Resilience training broadly: 2 to 1 to 4 to 1, confirmed across five recent controlled studies.
- Mental health training: 3 to 1 to 6 to 1. Mental health has become one of the leading health concerns raised in workplace research, making this category increasingly central rather than peripheral.
- Stress management training: 2 to 1 to 4 to 1.
- Wellbeing and wellness training: 3 to 1 to 6 to 1, backed by four decades of consistently positive corporate health evidence.
- Emotional intelligence training: 4 to 1 to 7 to 1, the category with among the strongest confirmed returns.
- Focus and attention control training: 3 to 1 to 7 to 1, a newer research area given how cognitively demanding most modern work has become.
The Evidence Base Has Grown Substantially
Resilience Institute’s own research has expanded well beyond the sample we originally published this framework against. Our 2025 Global Resilience Report now draws on more than 8,400 professionals across 70 countries, a considerably larger and more current evidence base than the 877-person, single-year sample this framework was first built on.
We use 60 Resilience Factors, 30 strength factors and 30 risk factors, to track specific signals across the physical, emotional, and mental inputs to resilience. Across hundreds of programmes and thousands of participants, we have consistently seen growth in strength factors and reductions in risk factors. Clients running Fostering Team Resilience through a change or high-pressure period have seen resilience scores improve by up to 41% in a single programme cycle, a result built on this same measure-train-remeasure discipline, not a one-off intervention.
The Singapore Factor Most ROI Calculations Miss
For organisations based in Singapore, there is a further ROI lever the global research does not account for. SkillsFuture Enterprise Credit can subsidise a significant share, up to 90% for eligible programmes, of resilience and leadership training costs. That materially changes the net investment side of the ROI equation before a single outcome has even been measured, and it is worth checking against any current programme proposal rather than assuming it does not apply.
Before your next budget cycle, ask:
- Are we still quoting a disengagement cost figure that is several years out of date?
- Have we checked whether SkillsFuture or an equivalent local subsidy changes our net ROI calculation?
- Do we have a measured baseline and a re-test date, or are we relying on a one-off workshop and hoping the effect holds?
The value of resilience training is strongly supported by both scientific and economic evidence, and the economic case has only gotten stronger as disengagement’s global cost has grown. This is not a soft skills line item any board should still be treating as optional.
What Top Talent Actually Wants in 2026 (backed by current data)
- LinkedIn’s 2025 Workplace Learning Report found 88% of organisations are concerned about retention, and learning is now ranked the #1 retention strategy, yet only 36% of companies actually qualify as genuine “career development champions.”
- Companies that invest strategically in employee development see 11% greater profitability and roughly double the likelihood of retaining their people, according to Gallup’s current analysis.
- AI skills training has become 2026’s fastest-growing workplace priority, with four in five employees actively wanting more of it, a genuinely new retention lever that didn’t exist in this conversation even two years ago.
The competition for skilled people remains genuinely fierce, and the cost of losing a valuable employee extends well beyond the financial: lost institutional knowledge, decreased team morale, and a real competitive disadvantage. This guide gives senior leaders and HR managers current, evidence-based strategies to strengthen engagement, build genuine resilience, and keep top talent from looking elsewhere.
What Top Talent Actually Values Right Now
Top talent today wants a genuine blend of professional growth, personal wellbeing, and a real sense of purpose. Here’s what the current data actually shows.
Professional growth. LinkedIn’s 2025 Workplace Learning Report found 88% of organisations are genuinely concerned about retention, and providing learning opportunities now ranks as the number-one retention strategy available to employers. Yet only 36% of organisations actually qualify as “career development champions” with robust programmes in place, a real gap between what employees want and what most companies deliver. The often-quoted “94% would stay longer at a company that invests in their development” figure still circulates widely and captures the right direction, but it originates from LinkedIn’s earlier research and is now treated by current industry analysis as a directional benchmark rather than a fresh reading. Gallup’s more current analysis adds real weight either way: companies that invest strategically in employee development see 11% greater profitability and roughly double the likelihood of retaining their people.
Flexible working arrangements. Flexibility, including genuine remote and hybrid options, continues to rank highly among desired benefits, directly shaping both job satisfaction and the decision to stay or go.
Purpose-driven work. Current 2025 Deloitte research on Gen Z and Millennials confirms this generation continues to prioritise organisations that genuinely align with their personal values and contribute real, visible social good, alongside real concern about burnout and mental health support specifically.
Autonomy and trust. Research published in Harvard Business Review confirms employees who genuinely feel ownership over their own work are measurably more engaged, more satisfied, and more likely to stay.
Health and wellbeing support. Ongoing American Psychological Association research continues to underscore mental health support and genuine wellness programming as real, material factors in whether someone stays.
AI skills, a genuinely new factor. Four in five employees now say they want to learn more about applying AI in their own role, making AI literacy the fastest-growing training priority heading into 2026, according to McKinsey. Employees increasingly read a company’s investment (or lack of it) in AI upskilling as a direct signal about their own long-term relevance and career security.
Culture of recognition and reward. Regularly acknowledging genuine achievement, big and small, remains a real, consistent driver of belonging and retention.
Practical Strategies for Each Priority
Professional Growth
Offer genuine access to training, workshops, and role-relevant courses, and consider a tuition reimbursement programme to demonstrate real, ongoing commitment. Build clear, visible career pathways so people can genuinely picture a future inside the organisation, and pair less experienced employees with seasoned mentors for real knowledge transfer.
Flexible Working Arrangements
Adopt genuinely flexible policies, telecommuting, flexible hours, compressed weeks, that accommodate real differences in how people work best. Focus on outcomes rather than hours logged, which builds real trust and accountability instead of the appearance of productivity.
Purpose-Driven Work
Consider B Corporation certification as a genuine, externally verified signal of social and environmental commitment, and give employees real, paid time for CSR initiatives or volunteer work. Purpose has to be demonstrated through real action, not just stated in a values page.
Autonomy and Trust
Set genuinely clear goals, then give people real room to decide how to meet them. Replace micromanagement with regular, supportive check-ins, and hand over real ownership of projects and initiatives rather than just tasks.
Health and Wellbeing Support
Offer genuinely comprehensive health benefits, including real mental health coverage. On-site wellness programming, protected mental health days, and access to genuine stress management and resilience training all signal real, material investment in people, not just a wellness poster in the break room.
AI Skills Development
Build genuine, structured pathways for employees to learn how AI actually applies to their specific role, rather than generic, one-off training. Given how quickly this priority has emerged, organisations moving deliberately now have a genuine window to differentiate on this specific dimension before it becomes table stakes.
Recognition and Reward
Build genuine recognition programmes that highlight real individual and team contribution, and personalise rewards where possible, extra time off, professional development, whatever actually resonates with the specific person. Encourage peer-to-peer recognition too; it strengthens real team bonds in a way top-down praise alone doesn’t.
Building a Genuinely Resilient Retention Strategy
In a market this competitive, investing in your people’s genuine wellbeing and professional development is a real strategic imperative, not a soft add-on. Start by honestly assessing your current retention strategy and actual employee satisfaction levels. Identify the genuine gaps, and commit to closing them deliberately. Consider partnering with real experts in development, wellbeing, and organisational culture to make sure the effort is well designed, not just well intentioned.
The investment made in people today pays back directly in loyalty, innovation, and genuine competitive advantage tomorrow. Build the kind of environment top talent genuinely doesn’t want to leave, rather than hoping they stay out of inertia.
Only 36% of organisations are genuine career development champions. The gap between that number and the other 64% is exactly where your best people are currently being recruited away from you.
Resilience Institute helps organisations ask the right question first, through the Resilience Assessment, before investing in the wrong retention strategy.
Global Engagement Hit a New Low in 2026: What Gallup’s Data Means for Resilience
- Global engagement was 23% in Gallup’s 2024 report. It’s now 20%, the lowest level since 2020, and the second straight year of decline, with no region worldwide bucking the trend.
- The sharpest new finding: manager engagement specifically has collapsed from 31% in 2022 to 22% in 2025, wiping out what Gallup calls managers’ historical “engagement premium” over the people they lead.
- Disengagement now costs the global economy an estimated $10 trillion a year, roughly 9% of global GDP, and best-practice organisations still achieve 79% manager engagement, nearly four times the global average, proof this is genuinely fixable, not inevitable.
Gallup’s State of the Global Workplace report has become one of the most closely watched annual snapshots of how work is actually going for people, and the trend line across its last three editions tells a genuinely sobering story. In 2024, global engagement stood at 23%. The 2026 report, published in April 2026 and covering 2025 data, puts it at 20%, the lowest level Gallup has recorded since 2020, and the second consecutive year of decline. Every region measured saw engagement fall or stay flat. None improved.
Resilience Institute offers a holistic approach to exactly the pattern this data describes, sustainable human performance and wellbeing, not a quick fix. This piece looks at what’s actually changed between the 2024 and 2026 reports, and what the sharpest new finding means for how resilience training should actually be applied.
Then and Now: What Actually Changed
The headline numbers moved in a consistent, worsening direction across every recent edition of the report. Global engagement: 23% (2024 report) → 21% (2025 report) → 20% (2026 report), a genuine, sustained decline rather than a single bad year. Daily stress has stayed stubbornly high across the same period, 41% in the 2024 and 2025 reports, 40% in the 2026 report, essentially flat and still well above pre-pandemic levels. One figure did move in the right direction: global wellbeing (Gallup’s “thriving” measure) rose slightly to 34% in the 2026 report, its first improvement in three years, though still meaning fewer than one in three people worldwide report genuinely thriving in their lives overall.
The economic cost has grown alongside the decline. The 2026 report puts the cost of low engagement at roughly $10 trillion in lost productivity, around 9% of global GDP, a meaningfully larger figure than what earlier reports cited.
The Real Story: Managers Are the Ones Disengaging Now
Here’s what the 2024 report couldn’t yet show, and what makes the 2026 report genuinely different rather than just a worse version of the same story: manager engagement specifically has collapsed. It’s fallen from 31% in 2022 to 22% in 2025, a 9-point drop, with the steepest single-year fall, from 27% to 22%, landing between 2024 and 2025 alone. Individual contributor engagement, by contrast, has stayed relatively flat across the same period. Managers used to hold a real “engagement premium” over the people they led. Gallup’s own language is direct: that premium has essentially vanished, and managers are now barely more engaged than their own teams.
This matters enormously given a separate, consistent Gallup finding: managers account for up to 70% of the variance in team-level engagement. When the people responsible for driving engagement are themselves disengaging fastest, the effect ripples downward directly. Gallup’s own framing for 2026 is blunt: the manager crisis is now the workforce crisis, not a side issue sitting next to it.
There’s a genuinely hopeful data point buried in the same report worth holding onto: best-practice organisations still achieve 79% manager engagement, nearly four times the global average. This isn’t an inevitable, structural decline. It’s a solvable problem that most organisations simply haven’t solved yet.
Beyond Surface-Level Solutions
Plenty of organisations have addressed stress with surface-level fixes, wellness apps, generic stress management sessions, and these tend to fail at creating meaningful, lasting change. A more holistic approach, one incorporating emotional regulation, physical vitality, and mental clarity together, goes beyond basic wellness toward genuinely sustainable behavioural shift.
Real resilience requires a systems-level view: the interplay between work, life, and individual capacity, not any one lever in isolation. That’s what makes an intervention resonate with what employees actually need, rather than another well-intentioned programme that doesn’t move the underlying numbers.
Measuring What Engagement Surveys Miss
Gallup’s engagement data reveals the scale of the problem clearly. What it doesn’t reveal is the individual mechanics underneath it. Resilience Institute’s Resilience Assessment offers a deeper, more granular view, measuring specific factors like emotional stability, focus, and vitality that often stay hidden inside a traditional engagement survey. This data-driven layer lets organisations target interventions precisely: highlighting, for instance, that a specific team is struggling with sustained energy rather than motivation broadly, information a standard engagement score alone won’t surface.
Addressing Loneliness Directly
Loneliness remains a genuine, persistent thread across every recent edition of Gallup’s report, particularly among remote and younger workers, and it’s directly linked to declining mental health, disengagement, and lower productivity. Human connection is a genuine cornerstone of resilience, and programmes built to strengthen social bonds within teams, guided reflection, small group discussion, structured check-ins, even in virtual settings, measurably help counter the isolation the data keeps flagging year after year.
What This Means for Building Resilient Leadership
Invest in Managers Specifically, Not Just Employees Broadly
Given managers are now the fastest-disengaging group in the entire dataset, resilience investment aimed only at individual contributors misses the actual point of leverage. Managers need real support for their own resilience before they can genuinely model or sustain it for a team.
Build Regular Feedback and Clear Expectations
Practices like consistent feedback, clearly set expectations, and genuinely modelled emotional intelligence help managers create an environment that naturally reduces stress rather than compounding it.
Prioritise Organisation-Level Change, Not Just Individual Coping
Gallup’s own findings consistently favour organisation-level initiatives, changes in management practice, better resource allocation, over individual stress-management interventions alone. Resilient leaders create the conditions; individual coping skills matter more once those conditions are actually in place.
Moving From Surviving to Thriving
Gallup’s data consistently shows engaged employees are more likely to thrive across their whole life, not just at work, and building genuine resilience means helping people move past survival mode, where stress and overwhelm dominate, toward a state where they can find real meaning, purpose, and satisfaction in their role. A thriving workforce isn’t just more pleasant to manage. It’s measurably more productive, innovative, and adaptive, genuine advantages as organisations navigate a working environment that shows no sign of settling down.
The data didn’t just get worse between 2024 and 2026. It got more specific. The manager crisis is the workforce crisis, and that’s exactly where resilience investment needs to go first.
Positivity at Work: What Actually Builds a Resilient Culture
- Nearly 3 in 4 employees report feeling more engaged and performing better when they feel genuinely heard, and companies where employees feel heard financially outperform their industry peers by a meaningful margin.
- A popular claim that high-performing teams have exactly 6 positive interactions for every negative one doesn’t hold up. The underlying mathematical model was formally withdrawn by the journal that published it after a rigorous critique found the equations had no legitimate connection to emotional data.
- The more modest, still-defensible version survives: teams and cultures with a healthier balance of positive to negative interaction do tend to perform better, there’s just no precise magic number behind it.
Positivity at work is more than an individual’s mindset. It’s part of a larger system shaping how a workforce interacts, how people align with organisational goals, and how the culture as a whole either compounds or erodes over time. Leaders set values, expectations, and rules of engagement that flow down through an organisation; employees hold their own attitudes and perceptions that flow back up and shape culture in return. Building a genuinely positive workplace culture requires understanding both directions of that exchange, not just the one leadership controls.
Why Culture Shows Up in the Numbers, Not Just the Vibe
Do you feel listened to, supported, and included at work, or unheard and boxed in? That distinction matters for more than morale. A report on workplace mental health and wellbeing from the US Surgeon General found workplace culture has a substantial, measurable impact on employee wellbeing, productivity, and organisational performance. Toxic or negative cultures reliably show up in lost productivity and declining quality of work; positive cultures show up in stronger engagement and innovation. Culture has become a genuine input to the bottom line, not a soft adjacent concern.
Employer priorities have shifted meaningfully in recent years, driven by a genuine rebalancing of what employees expect from work. Ernst & Young research found 54% of US workers had left a job specifically due to their manager’s lack of empathy toward workplace issues, and 49% left because of inadequate sensitivity to stress from their home life. The organisations that adapted fastest to this shift are now measurably ahead on culture-related metrics; the ones that didn’t are the ones still asking why retention feels harder than it used to.
When Positivity Tips Into Something Toxic
Genuine positivity means holding a constructive outlook while still engaging honestly with the good, the bad, and everything in between. Taken to an extreme, it curdles into something else. Tabitha Kirkland, a psychologist at the University of Washington, describes toxic positivity as an approach devoid of empathy that refuses to acknowledge genuine difficulty. It leaves people feeling invalidated and unheard, which is directly corrosive to the same engagement and performance positivity is supposed to build in the first place.
A Workforce Institute survey found nearly three in four employees feel more engaged and perform better when they feel genuinely heard, and companies that financially outperform their industry peers show employees reporting feeling heard at a 26-percentage-point higher rate than their less successful counterparts. Taking positivity to a forced, unconditional extreme reliably backfires against the very outcomes it’s meant to produce.
What Positive Leadership Actually Looks Like
Positive leadership plays to people’s genuine strengths, gives real recognition, and maintains an authentically optimistic outlook, and it’s been consistently correlated with better engagement, optimism, and performance across the research.
Play to strengths, not roundedness. Management thinker Peter Drucker argued individuals create more impact by deliberately sharpening the skills they already excel at rather than chasing a well-rounded profile. Leaders can apply this at the team level too: pairing a strong analyst with a strong presenter on a single project often produces something neither could deliver alone.
Recognition compounds. Gallup’s research has found employees who don’t feel recognised at work are roughly twice as likely to leave. Recognition also does more than retain people individually; it signals clearly across a team what leadership actually values, which shapes behaviour well beyond the person being recognised. When feedback needs to address something that isn’t working, framing the conversation around what’s going well and how to build forward tends to land far better than leading with criticism.
The ratio claim worth retiring. A once-popular claim held that high-performing teams show exactly six positive interactions for every negative one, while low-performing teams show one positive for every twenty negative. This traces back to research on team dynamics closely tied to the Fredrickson-Losada “critical positivity ratio,” a specific mathematical model that the journal American Psychologist formally, partially withdrew in 2013 after a rigorous critique found the underlying equations, borrowed from fluid dynamics, had no legitimate mathematical connection to emotional or team data. The researcher who built the model chose not to defend it. What survives is a softer, still-defensible point: teams with a healthier balance of constructive to critical interaction do tend to perform better. There’s just no precise number behind it, and it’s worth being skeptical of anyone citing one with false confidence.
Optimism Spreads Through a Team, Literally
The American Psychological Association defines optimism as the attitude that good things will happen and that one’s aims will ultimately be fulfilled. Optimistic leaders contribute something genuinely functional to a team beyond mood: they help generate solutions, build a credible vision forward, and reinforce the behaviours that move a team toward it.
Wharton professor Sigal Barsade’s research on emotional contagion, the documented ripple effect through which emotions spread across individuals and groups, found positive emotional contagion specifically helps teams collaborate better, reduces conflict, and improves performance. When optimism becomes genuinely embedded in a team’s culture rather than performed, individuals within it tend to develop their own personal sense of optimism, which industry research from Leadership IQ, surveying over 11,000 employees, found may matter even more than manager-driven recognition alone: employees with a strong personal sense of optimism were more than twice as likely to report feeling inspired to do their best work.
Resilience: The Skill Underneath the Culture
The American Psychological Association defines resilience as the flexibility to adapt to change and challenge, and critically, it’s a trainable skill rather than a fixed trait. That same Leadership IQ research found resilience accounts for a meaningful share of an employee’s overall sense of inspiration at work, independent of recognition or optimism alone.
Resilience Institute has tracked resilience levels across organisations globally for years, using a Resilience Diagnostic assessment built on 60 psychometric questions that measure the specific factors supporting or undermining resilience, producing what’s known as a Resilience Ratio for individuals and organisations alike.
The Resilience Spiral
This visual framework organises the 60 questions into 11 categories arranged as a spiral, giving each user a map of strengths, risks, and practical next steps. The upper half of the spiral, Spirit in Action, Train Mind, Engage Emotion, Energise Body, and Master Stress, represents the direction of genuine growth, connection, and flow. Spirit in Action, at the top, represents peak performance. Master Stress sits at the base, the pivot point: left unmanaged, stress is what determines whether someone moves up the spiral or down it.
The lower half, Confused, Disengaged, Withdrawn, Vulnerable, Distressed, and Depressed, represents the progression when resilience isn’t sustained. Confusion produces a loss of focus; disengagement leads to boredom and falling productivity; withdrawal costs energy and presence; vulnerability shows up as fatigue and indifference; distress drives attrition and a deteriorating culture. Individuals and organisations operating from the upper half consistently function at a higher level than those sliding into the lower one.
Training It, Not Just Measuring It
Resilience Institute’s own training data, spanning the Resilience app, webinars, workshops, and communications support, has found structured resilience training measurably increases performance, reduces risk, and boosts growth in capability. The app itself provides ongoing access to resilience content, goal tracking, meditations, video training from Dr Sven Hansen, and a support chatbot, alongside the diagnostic that anchors the whole system. Thousands of organisations globally use this combination to measure and actively build both individual and organisational resilience, and the same balance-of-interaction principle discussed above, genuine, not forced, positivity, is exactly what the training is designed to build.
Positive culture isn’t a mood you generate once and coast on. It’s a ratio you keep genuinely honest, with no magic number required, just the discipline to keep it real.