It’s Not the Economy—It’s Your Culture

It’s Not the Economy—It’s Your Culture

S. Chris Edmonds is a sought-after speaker, author, and executive consultant. He’s the founder and CEO of The Purposeful Culture Group, which he launched in 1990. Chris helps senior leaders build and sustain purposeful, positive, productive work cultures. He is the author or co-author of seven books, including Amazon bestsellers Good Comes First (2021) with Mark Babbitt, The Culture Engine (2014), and Leading at a Higher Level (2008) with Ken Blanchard.

Despite the improving economy, red flags persist in the labor market. As of March 2025, the U.S. quit rate remained steady at 2.1%, with approximately 3.3 million workers voluntarily leaving that month. Bureau of Labor Statistics

Furthermore, a recent survey indicates that 73% of Gen Z and 70% of millennials are considering a job change, citing factors such as workplace burnout, lack of appreciation, and economic stress.

Talker Research

These trends underscore the ongoing challenges employers face in retaining talent, even during a recovering economy.

Senior leaders are waking up to this hard truth: their lousy work culture could push top talent out of their organization. Over the past five years, senior leaders have brought us these five culture concerns:

Organizational Values: Senior leaders realize that slapping values on conference room walls doesn’t make them real. To bring values to life, leaders must define them in observable, tangible, measurable terms. To embed those valued behaviors, leaders must model them, celebrate them, and measure them to ensure that every leader and team member demonstrates them daily.
Respect and Validation: Employees of every generation desire and deserve a work culture where they are respected and validated for their aligned ideas, efforts, and contributions. Yet too many go unseen and unappreciated. Senior leaders must ditch autocratic leadership thinking and practices and replace them with behaviors that demonstrate respect.

Three people in a modern office collaborate at a desk with laptops, showcasing a vibrant team culture. Large windows, green plants, and an industrial ceiling create a bright, open workspace as they focus on their computers.

A person holds two trays with takeaway coffee cups in the foreground, reflecting a culture of collaboration as a group of people have a meeting around a table in the blurred background.

Senior leaders are waking up to this hard truth: their lousy work culture could push top talent out of their organization.

CHRIS EDMONDS

Diversity, Equity, and Inclusion: Despite recent federal policy shifts, many senior leaders continue to cultivate a work culture that is diverse, equitable, and inclusive. While the current administration has issued executive orders rolling back DEI initiatives within federal agencies and contractors, private sector leaders can proactively reassess and strengthen their DEI strategies. Leaders must revise systems and policies to ensure fairness in hiring, mentoring, compensation, gender, opportunity, promotion, leadership, etc., and then measure and monitor progress to provide traction, committing themselves to fostering inclusive environments despite changing federal directives.
Well-Being: Senior leaders realize that employee well-being isn’t fluff – it’s a priority. Society and workplaces have grown increasingly divisive. Divisiveness inhibits employee sanity, balance, happiness, and creativity. Leaders must test practices that enable employees to be their best, balancing productivity with healthy habits and validating relationships.
Service to Others: Ask employees what your company’s purpose is, and chances are the answer will be “to make money.” Smart leaders understand that profit alone does not inspire greatness. Employees are inspired by opportunities to volunteer their time and talents to make a difference and improve the quality of life of those in their communities. Supporting charitable events, serving meals to the needy, etc., are tangible ways of serving others.

Culture isn’t a buzzword. It’s the heartbeat of your organization—and it determines whether your top talent stays or goes. You can’t afford to ignore these culture concerns if you’re serious about retention, resilience, and results.