Written by Greg Hewitt From Forbes Business on March 9, 2026
Ask employees what they want from work in 2026, and I think you’ll find the answer surprisingly consistent: to feel valued, supported and prepared for what comes next.
Recognition matters. Belonging matters. Safety matters. But above all, people want to know that their employer is investing in their future—not just today’s performance. As business leaders, this moment challenges us to rethink what it truly means to be a great place to work and how we show up for our teams in a time of constant change.
Pre-pandemic, much attention was paid to perks and office amenities—think open spaces, lounges and relaxation rooms. Post-pandemic, new priorities emerged: flexibility, remote technology and work-life balance initiatives are now essential considerations for employees.
Moving forward, as businesses and employees confront the operational transformation promised by AI, as well as the new normal of a volatile and uncertain economic landscape, I believe the best workplaces will be dedicated to one overarching goal: empowering employees to thrive, adapt and grow professionally. Let’s take a closer look at how we can make this happen.
Safety First
Safety may seem obvious, but it should not be overlooked. In a rapidly changing world, employees’ sense of security matters more than ever.
Safety protocols vary by industry: Large operations increasingly rely on smart technologies like sensors and wearables to reduce risk, while smaller companies may use tools such as collision avoidance systems for employees who drive.
However, technology alone is insufficient. Companies must promote a culture of safety through training and active reinforcement. In your program, look to emphasize shared responsibility for accident prevention. At my organization, every shift begins with a “safety moment” to help keep well-being top of mind. Prioritizing safety not only protects employees but also demonstrates that they are valued and supported.
Belonging Matters
Beyond safety, in a larger sense, creating a sense of belonging is essential. According to Great Place to Work, 64% of employees are more likely to be engaged in high levels of innovation when they feel “they make a difference.”
For your employees to feel a sense of belonging, they need to feel connected to their colleagues and supported by management. That means focusing on team-building initiatives, providing opportunities for employees to interact with colleagues in different settings and celebrating individual employees on a company-wide scale. Toward this, your business might consider creating a mentorship program as well as an employee resource area (in your office and/or on your internal website) that allows team members to share ideas, promote their own good work and recognize the achievements of co-workers.
Equally important is tying employees’ work to a larger purpose. Your company may have its own overarching community and social goals (e.g., promoting affordable housing, expanding opportunities in education or reducing carbon emissions). By communicating your mission to employees, showing how their work connects to these larger goals and providing opportunities for them to contribute directly, you give vital context to their work and enable them to make a difference.
A New Take On Recognition
I’ve found rewards and recognition integral to fostering a sense of belonging in order to retain top talent and improve productivity. According to a Gallup and Workhuman report, recognition can result in a large increase in employee performance when combined with feedback and incentives.
Your recognition should be timely, frequent and inclusive—coming from managers, peers and leaders, not just at annual reviews. To this point, another Gallup survey reveals that the most memorable recognition comes from an employee’s manager, followed next by a high-level leader or CEO and then a customer and peers.
The bottom line is, when done authentically and continuously, recognition reinforces good work and strengthens company culture.
Career Mobility And Skills Training
If you could focus on improving your workplace in just one area this year, career mobility and skills training might be the place to go.
That’s because changes in technology—and in business ecosystems, more generally—are rapidly disrupting career paths and rewriting job descriptions and expectations. Dedicated, motivated top performers want to know that they have mobility options, but they face uncertainty and change at every turn. Consider a recent report from KPMG that found that 75% of U.S. workers are concerned about the negative impact that AI will have in the workplace, despite the fact that most of them want to leverage AI’s benefits and view it as a source of improved efficiency.
By offering employees enhanced access to comprehensive skills training and career development tools, you are giving key talent a strong reason to come to your company, and even greater reason to stay.
While AI has introduced uncertainty into the workplace, it is also creating new opportunities and solutions for career development. Companies can provide AI-powered online learning platforms, virtual mentors, job coaches and personalized education plans to support employee growth.
To get your company moving in the year ahead, take time to really examine your workplace and how it delivers for your teams. By focusing on helping your employees adapt to a changing business landscape, you are building adaptability and resilience into the core of your organization.
