Why Workplace Culture Is Your Secret Weapon for Talent Retention

Most medtech companies still treat resignations like surprises they never planned for, but people don’t just quit out of the blue. There’s usually a slow build-up that others only notice in hindsight.

Look deeper, and you’ll see the people who used to jump into meetings with energy are now arriving late, turning off their cameras, and staying silent. You might even notice someone with great ideas goes quiet after a peer shoots them down. These are real signs companies can act on, but few actually do. That’s a growing problem right now.

Recent studies reflect what many managers have long observed. A large share of the workforce, close to four in ten, is thinking about moving on this year. Most aren’t chasing a higher salary. Their day-to-day workplace experience wears them down; many say they would leave immediately if they found a healthier culture elsewhere.

It’s a clear signal that culture plays a major role in whether people stay. It influences everything from well-being to how teams work together, and it shapes retention and logically results far more than most organisations expect.

What This Guide Covers:

• Why culture drives retention more than pay; 56% of employees say workplace culture matters more than salary, and over half would leave immediately for a healthier environment
• Early warning signs of cultural strain: How to spot disengagement before resignations happen, from silent meetings to team tension
• The five pillars of strong culture: Psychological safety, growth opportunities, human-centred leadership, genuine belonging, and meaningful wellbeing support
• Practical leadership actions: Small behavioural shifts that reset team dynamics without mostly programmes
• Hiring for culture-add: Why recruiting for "fit" backfires and how to bring in people who strengthen your team's dynamic

The Empathy Issue: What’s Happening to Workplace Culture?

Many teams feel different now, and not always for the better. People arrive at meetings already tired. Someone asks a question, and the room goes flat. Another person tries to share a worry and ends up apologising instead.

Many managers say their teams feel tense. Jokes land awkwardly. A simple message gets taken the wrong way. Even praise can make someone uneasy. Much of this stems from people feeling stretched. Rising costs, job worries, constant change.

Hybrid routines add another layer. Working through screens removes the small cues people rely on. A glance, a sigh, a quick check-in. Without those tiny signals, confusion sticks around. Some people pull back without realising it, while others come across sharper than they intend.

When enough of these moments stack up, the culture starts to feel brittle. Work gets done, although it feels transactional. Fewer people take risks in conversations, and creativity shrinks.

This is often when people start thinking about leaving. Not because they dislike the job, but because the atmosphere has changed and they no longer recognise the place that used to make them feel safe.

The Business Case for Culture

Despite years of articles and reports discussing the value of “culture,” many medtech businesses still treat it as an optional branding point. It’s a concept that gets ignored until you lose someone you didn’t expect to lose, and projects start to stall.

Once it becomes clear that culture is driving people away, leaders' view of the problem changes. The expense isn’t only tied to ads or agency fees. When someone trusted leaves, the team shifts. Colleagues start wondering about their own future. Meetings feel slightly off. The usual rhythm disappears for a while. Even with a strong new hire, it takes time for the group to feel settled again.

Culture directly influences whether teams remain stable or continue to lose people. A growing number of workers say the workplace environment matters as much as the salary package. 56% even say culture is more important to them than pay.

This aligns with what many medtech recruiters see. People no longer accept jobs unquestioningly. Most check around first. They look at reviews, message someone who used to work there, or read between the lines in a job post. A workplace with a good atmosphere gives off small signs, even in the way people talk about it. When the culture isn’t great, that tends to leak out too, usually faster.

Delivering the kind of culture employees expect does more than reduce recruitment costs. Teams with good psychological safety move through problems faster because people speak up early. They share information without worrying about how it might be received. Google’s Project Aristotle highlighted this years ago, identifying psychological safety as the strongest predictor of team performance.

Culture is not a soft topic. It’s one of the clearest signals of whether a team will hold together or keep losing people at the worst possible times.

Many people still mix culture up with surface-level perks. It isn’t the snacks or the gadgets in the office. It’s the emotional climate people step into every morning. The sense of being valued or overlooked. The clarity of communication. The way a team responds when something goes wrong. The most reliable aspects of culture tend to fall into a few key areas that guide how people work together.

Psychological Safety

You can feel this pretty quickly. People don’t look tense when they talk. Someone can admit they forgot something without the air changing. Junior employees don’t feel weird about asking managers questions.

Psychological safety usually shows in habits rather than announcements. People ask questions that aren’t fully formed. Someone proposes an idea with a hint of uncertainty in their voice. Others help shape it rather than shut it down. It’s the kind of atmosphere where learning is normal, not embarrassing.

Growth and Development

Growth in a healthy culture rarely looks like a neat ladder. It’s more like a bunch of stepping stones spread out over a large, ever-changing space. Someone gets asked to join a meeting they’ve never been part of before. Another person is trusted with a task they weren’t sure they were ready for. Maybe a colleague casually shows someone a shortcut or a new tool. These small signals tell employees they have room to stretch.

When this isn’t present, people start to feel stuck, even if the medtech role itself is fine. They stop volunteering ideas. They stop imagining a future in the organisation. That’s when they begin scanning for roles elsewhere.

Leadership That Feels Human

Culture often shifts depending on how leaders handle tough moments. Employees pay attention to that. The quiet pauses, the willingness to hear someone out, the honesty that comes from admitting a rushed choice.

Leaders who show this kind of steadiness usually help the team relax. You can tell when a manager has put real effort into their people skills. Meetings feel less defensive. Conversations are more open. People speak candidly without worrying about backlash. None of this requires dramatic gestures. It comes from consistent behaviour that makes others feel safe.

Wellbeing That’s Treated as Genuine

In stronger medtech company cultures, you can tell well-being is a priority. Workloads aren’t set to the point of breaking people. Someone steps in when a colleague looks like they’ve hit their limit. Leaders adjust expectations when the team is clearly stretched. People take holidays without panicking.

When well-being is genuine, employees don’t feel as if they’re constantly proving they can cope. They can focus on solid work rather than pretending they’re fine. That stability holds teams together much longer than perks or slogans ever will.

Practical Steps to Build a Culture That Retains Talent

Improving culture often starts in places leaders don’t expect. It’s rarely a major program or announcement. It’s usually something smaller, like a manager realising the team flinches when they speak quickly. Most culture shifts begin with moments like that, the kind that make people stop and rethink how they’ve been showing up.

Start With Leadership

People watch medtech leaders more closely than they think. Not their speeches, but the tiny things. Whether they interrupt. Whether they look up when someone speaks. Whether they own their mistakes or talk their way around them. When managers begin changing these habits, even slightly, the team notices, and it softens the room.

Most managers weren’t taught how to lead humans. They learned on the job, often by trial and error. Training helps, yes, but what helps as much is a leader who’s willing to say, “I didn’t handle that well,” and actually mean it. That one sentence can reset a whole team’s tone.

Create Feedback Loops People Trust

Plenty of medtech companies send out surveys. People fill them out quickly, assuming nothing will change. A culture shifts when feedback turns into visible adjustments, even small ones. Shorter meetings. A clearer process for approvals. Fixing a long-standing frustration instead of talking about it again.

Anonymous channels can be useful when trust is low, though they only work if leadership circles back to the team with, “Here’s what we heard, and here’s what we’re trying.” Without that, they become another black box that people learn to ignore.

Use Rituals That Feel Natural

Teams need moments that aren’t purely about delivery schedules. We used to get these naturally in the “traditional office”. Ad hoc conversations and bonding sessions occurred frequently. Now, medtech businesses must actively make room for these experiences.

That might mean setting aside five minutes for a chat before a meeting starts, or ending Fridays with a quick rundown of everything that went well for the team.  Many teams create their own rhythm when given room. Some share articles, some swap skills, some meet for coffee every few weeks, even on video. These rituals act like glue. They keep teams from drifting into silence.

Face the Empathy Gap Without Tiptoeing

Teams pick up on tension even when no one brings it up. You can feel it in short answers or in the way someone shuts down when a certain person speaks. Ignoring it doesn’t help. A simple, honest chat often does, even if it’s not perfectly handled. Managers who slow down, listen carefully, or ask someone to repeat themselves usually make things easier for everyone.

Invest in the skills that make those conversations more meaningful. Teach managers to listen long enough to hear the full story or ask someone to repeat themselves if they are unclear. Leaders who model this give everyone else permission to do the same. That alone can shift the whole atmosphere of a team.

Invest in Growth That Feels Real

Most employees don’t need a grand development program. They want opportunities that actually materialise. A chance to shadow someone. A project that stretches them a bit. A leader who remembers what they said they wanted to learn.

Career path clarity helps, although even simple actions count. Having someone who usually sits quietly present is powerful. Publicly cheering an internal promotion so others can picture themselves there, too, inspires everyone.

Hire People Who Lift the Culture

Recruiting for “fit” often backfires. Teams end up hiring the same personalities and blind spots on repeat. Hiring for culture-add is different. It looks for someone who will shift the energy in a good way. Someone thoughtful, or steady, or patient, or curious. Traits that influence the tone of a group as much as technical skill.

The way candidates talk about conflict or communication usually gives a clearer picture of how they’ll behave on the team than technical questions ever will. After they join, the first few weeks shape their whole experience. Transparent expectations, thoughtful welcomes, and direct discussions about how the group works reduce uncertainty and help new hires feel grounded quickly.

Culture: What Makes a Workplace Worth Staying In

People often assume turnover happens because someone found a better offer. Sometimes that’s true, more often, it’s something smaller. The atmosphere changed, the team felt different, or they were sick of the knot in their stomach they got before meetings.

Workplaces that retain employees tend to share a common quality. They feel safe. You can raise a concern without bracing for impact. You can have a rough week without hiding it. There’s a sense that people mean well, even when things get messy. That sense of safety gives teams the room they need to do good work.

Culture isn’t a project. It’s the sum of hundreds of small choices that shape how people treat each other on ordinary days. When those choices lean toward kindness, clarity, and fairness, retention becomes less of a battle. People stay because the environment doesn’t take more from them than it gives back.