Reprogramming Workplace Culture for a Resilient Tomorrow
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The IT sector faces a code red as a wave of
layoffs leaves employees navigating
an uncertain future.
The IT industry, once synonymous with growth and innovation, now finds itself navigating uncharted waters. A surge in layoffs has unsettled employees and fractured trust across organizations. Economic slowdowns, pandemic-era over hiring, and the rise of AI have created the perfect storm, leaving companies downsizing to survive.
But layoffs don’t just affect headcounts—they reshape workplace cultures. As employees grapple with uncertainty, leaders are faced with a critical challenge: How do you rebuild trust and stability when the very foundation of your organization has shifted? This challenge extends beyond numbers—it’s about securing the emotional bedrock of the workforce.
The new reality : as job security slips,
motivation fades and presenteeism grows.
When job security crumbles, so does the foundation of employee engagement. Motivation, loyalty, and trust in leadership – are often the first casualties.
This uncertainty doesn’t just destabilize individuals; it reshapes workplace dynamics. However, moments of disruption also create opportunities. Redeployment strategies and clear growth pathways can transform uncertainty into renewed commitment.
And yet, trust, the backbone of engagement, is already showing signs of strain, pointing to deeper cultural challenges ahead.
Employees share their growing concerns
about job security
Once rock-solid, IT’s trust foundation
is now cracking—it’s time for
a cultural reboot.
Trust isn’t built overnight, but it can erode in an instant. The tech industry thrived on high trust and engagement, especially through global instability. Younger employees, especially Gen Z, are feeling disconnected, revealing a growing gap in workplace expectations. This erosion of trust undermines engagement, threatening the very foundation of organizational success.
Rebuilding trust requires intentional effort. Leaders must redefine what trust means today and create cultures that resonate across generations. Without this, even the most innovative workplaces risk losing their edge—and their people.
The cracks in trust deepen the challenge, leading to disengagement that silently grows within teams.
The “stay but stray” effect is hitting
tech hard - Employees keep their
seats but lose their spark.
Retention is often seen as a success metric, but what happens when employees stay for the paycheck, not the purpose? Sectors like e-commerce and ITES have managed to maintain high engagement, while software, IT consulting, and services—are struggling.
Employees are physically present but increasingly disengaged, less motivated, and distant from work they once found fulfilling.
For leaders, this is a pivotal moment. Moving beyond simple retention, it’s time to build workplaces where employees feel truly valued and engaged.
The real question is, how can leaders address this disconnect to build a resilient, thriving workforce for the future?
With burnout on the rise, 'silent quitting'
slowly erodes workplace energy.
Burnout is fueling a wave of “silent quitting”—employees are present in the office but mentally checked out. Overwhelmed and unsupported, employees often see exiting as the only solution, even if they don’t act on it immediately.
This disengagement spreads, draining energy from teams and undermining collaboration. Leaders must ask themselves: Are we creating environments where employees feel seen and supported? Or are we unintentionally contributing to their disconnection?
Burnout also reflects what employees value most: clarity, connection, and a sense of purpose. Addressing it isn’t just about solving a problem—it’s about creating a workplace where engagement thrives.
Burnout is pulling the plug on engagement—clarity,
connection, and a voice in decisions
are the keys to powering it back up
This year, burnout is affecting 29% of IT employees—a 3% rise from last year. For two years running, the main causes have been inflexibility and limited involvement in decision-making. Employees are craving balance and a voice in the decisions that shape their work.
When communication breaks down, uncertainty takes over. People need leaders they can trust—leaders who provide clarity, listen openly, and acknowledge mistakes. Without this connection, they feel undervalued and stuck in a system that doesn’t see them.
By addressing burnout through clarity, connection, and involvement, leaders can transform disengagement into renewed energy and commitment. This shift isn’t just a solution—it’s a roadmap to resilience.
Layoffs and burnout have exposed vulnerabilities, but resilience offers a way forward.
This is the time for leaders to rebuild with trust, connection, and purpose—ensuring workplaces don’t just recover but emerge stronger and more prepared for the future.
I.M.P.A.C.T.-driven resilience is the key to building a sustainable workforce, fostering engagement and long-term retention
Ready to survey your employees?
I
Innovate through Collaboration
Only 23% of total companies have reported to have cross functional teams.
Create a collaborative work environment by involving employees in decision-making and encouraging cross-functional teamwork. This approach fosters creativity, enhances engagement, and drives innovation, empowering employees to contribute meaningfully while strengthening their connection to organizational goals.
M
Meaning and Purpose
82% of employees find meaning in their job and feel like they make a difference.
Help employees connect their roles to organizational goals through clear communication and alignment. Support initiatives like corporate social responsibility to enhance their sense of purpose, instill pride in their work, and inspire motivation for impactful contributions.
P
Promote Growth from Within
70% of total companies have promoted the current head of the organization from within.
Prioritize internal development by promoting existing talent to leadership roles. This strategy enhances morale, strengthens cultural alignment, and fosters long-term loyalty, creating a workforce that feels valued, motivated, and committed to the organization’s success.
A
Act on Feedback
80% of total companies take continuous employee feedback through engagement surveys covering all their employees.
Build trust and engagement by gathering employee feedback and acting on it consistently. Ensure management communicates expectations clearly, provides transparent direction, and demonstrates accountability, fostering a culture where employees feel valued, heard, and aligned with organizational goals.
C
Communicate for Empowerment
30% of total companies reported that they provide training to managers on communication.
To empower employees, communication must flow both ways. Managers need tools and training to delegate with trust and involve employees in meaningful decision-making. Empowerment thrives on open channels that balance top-down clarity with bottom-up feedback, fostering trust, engagement, and shared ownership across a multigenerational workforce.
T
Trust through Transparency
78% of total companies have a defined grievance redressal process communicated to all employees.
Strengthen trust by addressing employee concerns with transparency and accountability. Actively listen, respond clearly, and demonstrate how their input shapes decisions. Foster open dialogue, act on feedback, and consistently show that employees’ voices are integral to organizational success.