With employee retention at the forefront of many leaders’ minds this year, finding ways to ensure their teams are happy, healthy and heard is likely on the top of their to-do lists for 2025. One of the most effective ways to improve employee retention is to create a better work environment for them to thrive in. Whether that means better lines of communication, increased flexibility or a more supportive atmosphere, there are a multitude of ways to create a space where employees want to work.
As business leaders themselves, the members of Rolling Stone Culture Council have cultivated work environments all their own, and below, they discuss what’s worked well for them as well as ways any business leader can create a better environment for their employees in the new year.
I think encouraging and modeling a healthy work-life balance for employees fosters a really healthy environment. The impact is that people bring their best, most creative and productive versions of themselves to the workplace. – Judy Dashiell, National Fisheries Institute
Creating a no-blame environment helps employees feel empowered to do their jobs and stretch beyond their comfort zones. It’s important to let them innovate and try new things that go beyond what you could have planned. Our amazing computer engineering team has developed transformative tools and plug-ins all thanks to them being able to make mistakes without blame. – Jason Hennessey, Hennessey Digital
When employees feel their voices are heard, they’re more engaged, motivated and invested in the company’s success. Checking in, encouraging transparency and acting on feedback helps leaders create a collaborative culture, leading to higher morale, better retention and a more unified team dynamic. – Kristin Marquet, Marquet Media, LLC
Work can be physically and mentally demanding, and that’s OK; if the atmosphere is right, it can also be incredibly rewarding. Lead an empowered team in which people feel valued and respected. Invite collaboration and recognize meaningful contributions. And finally, reward that hard work by being considerate of their time away from the job. – Eileen Valois, Go West Creative
Here are two critical points of emphasis to create a better corporate environment in 2025: Treat your employees like humans first, and always assume positive intent. This combination is immensely powerful. When employees feel respected as human beings, they can bring their whole selves to the workplace. And when positive intent is assumed by default, empathy and humility soon follow. – Dan Giuliani, Volt Athletics
In 2025, business leaders can create a better environment by prioritizing mental health and well-being through flexible work policies and access to support resources. This approach fosters a culture of trust and balance, leading to increased employee satisfaction, higher productivity and improved retention, ultimately driving business success. – Sonia Singh, Center of Inner Transformations
The Rolling Stone Culture Council is an invitation-only community for Influencers, Innovators and Creatives. Do I qualify?
This is true for any year, not just 2025, but you should have the right mix of empathy and discipline in your company. Having empathy allows a company to adjust to the needs of its employees to a certain point. Having discipline means that employees adjust to the demands of the company. Strive for the right balance between these two to avoid having a dysfunctional corporate environment. – Zain Jaffer, Zain Jaffer Foundation
A better work environment has less to do with the surroundings or daily workflows and more to do with an individual’s drive. Encourage your team to take time for themselves to reflect, evaluate and tap into their inner voice to understand their professional needs — and then advise on how to act on them. Your team will thrive with your guidance and open communication throughout this process. – Andy Hale, Hale & Monico
Catching my team doing things right and congratulating them for those moments is a powerful way to make my employees feel seen and appreciated. Reminding them that their jobs are hard and that making mistakes is to be expected also helps them to take risks and innovate without fear. – Vanessa Nornberg, Metal Mafia
Are your people empowered to tell you when they think you’re wrong? Can you receive that input well? If you’ve built a good team, their candid feedback is likely one of your greatest potential assets. So create a context where people can tell you the truth. They will feel heard and you can make better decisions. Then, tell them when their input has helped refine an approach and achieve an outcome. – Jed Brewer, Good Loud Media
Leaders should create psychological safety for their people by taking time to understand what’s important to them through meaningful one-on-one conversations about what’s important to the organization as well as to the individual. Apply the “Platinum Rule” — treat people the way they want to be treated. This means that leaders need to truly understand their people to drive engagement and performance. – Marissa Andrada, Marissa Andrada
Maintain Consistency in Your Practices
Maintaining consistency in workplace practices can significantly improve employee morale and productivity. When employees feel secure in their roles and understand expectations, they can focus on their work without constant worry. By striking a balance between making necessary changes and maintaining effective, stable work practices, businesses can foster a positive and productive work environment. – Jason Peterson, GoDigital Media Group
Encouraging continuous learning and development in 2025 can create a more dynamic work environment. Leaders can offer regular training, mentorship and growth opportunities. This focus on skill building not only keeps employees motivated and up to date with industry trends, but it also fosters a culture of innovation and adaptability, driving both personal and organizational growth. – Matthew Miller, Orlando Informer
Especially with the rise of mental fatigue and burnout, managers must prioritize two-way communication. This means focusing more on active listening, where leaders genuinely seek to understand their employees. This could be done by paying attention to verbal and non-verbal cues, asking clarifying questions and dissecting what they heard to ensure clear communication and build trust. – Kice Akkawi, Treblemonsters
