The Heart of Agile Organisations
Agility isn’t just about moving fast; it’s about moving well, and that means taking care of the people who make progress possible.
Too often, agility is talked about in terms of delivery speed, frameworks or business outcomes rather than the humans behind it. But sustainable agility depends on the health of the culture that supports it.
As an HR professional, my role goes far beyond hiring. It’s about creating an environment where people can grow, connect, and thrive. For me, wellbeing isn’t a “nice perk”; it’s what enables people to perform at their best.
Agile organisations thrive on collaboration, experimentation and trust but none of these can flourish when stress or burnout take over.
Building an Agile Culture that Prioritises Wellbeing
At the Agile Business Consortium, we’ve built a culture rooted in psychological safety, a place where every voice matters and ideas can be shared without fear. We encourage reflection, learning from mistakes and always supporting one another through challenges and change.
When people feel valued and supported, agility happens naturally and isn’t forced. Our Nine Principles of Agile Leadership remind us that involving the people closest to the problem is the key to solving it. Principle 6 “Leadership lives everywhere in the organisation” has been especially powerful for us. It’s helped us nurture healthy, open collaboration and a culture where people feel they are heard.
Wellbeing in Action
This year, we launched our first “Take a Breath Day”; a dedicated day for the whole team to pause and recharge. Some of us went walking with friends, some spent time in their garden, others headed to the gym or curled up with a good book. Everyone was encouraged to do what wellbeing meant for them personally.
It was a small idea, but it made a big difference. Taking a collective breath reminded us how important it is to slow down and we’re already planning to continue it in 2026.
We also ran regular pulse surveys using our very own Culture Pulse Survey tool to understand how our employees feel, we were doing as an organisation. Honest, confidential feedback is essential, so we encouraged everyone to take part and share their thoughts on a range of areas in the organisation openly.
Once the data came in, we generated the full report and held a culture workshop where we discussed any areas that stood out. To keep things balanced and unbiased, we brought in an external facilitator. The session sparked great conversations and was a beneficial exercise. It not only provided us with the needed focus on those areas for improvement but also showcased to the team that transparency and communication are important. Keeping the full team involved fosters all the great elements of a culturally positive organisation.
Recruitment & Retention
For us, culture isn’t about finding the “perfect” person, it is about finding people who want to grow together.
This is why when we go through the hiring process, we follow a wellbeing-centred hiring approach. We focus on the person and not just their skills. We look for candidates that naturally value wellbeing, purpose and growth, not as words in a handbook, but as part of their everyday conversations.
Nurturing and retaining employees are important elements to building a strong team culture and this process starts long before their first day. Onboarding is our first opportunity as an organisation to demonstrate that we care, setting expectations for support and making new employees feel valued, like they say, first impressions count, right?
But we don’t stop there. Building and retaining a positive culture is an ongoing journey. It means continuously developing our people, keeping communication open and recognising their contributions, all of which are key to long-term engagement.
When employees know their growth matters and their wellbeing is protected, they don’t just stay, they show up differently. They bring more energy, creativity and care to everything they do.
Culture is Never “Done”
Culture isn’t a project with a finish line. In a world that is constantly changing, we need to keep adapting our ways of working to stay inclusive and supportive.
For me, that means continuing to create safe spaces, leading with empathy, and showing kindness even during the tough times. After all, when we look after our people, agility doesn’t just happen, it lasts.
Inspired by this blog? Why not check out the Culture Pulse Survey tool for yourself here!