How HR Will Help Define Organisational Success in 2026

In 2025, HR professionals found themselves at the centre of some of the most significant workplace changes we have seen in decades. AI moved from experimentation to scale. Skills models evolved. Organisations began seriously rethinking how work gets done and what good leadership really looks like. At the same time, employee experience and wellbeing shifted from being a nice extra to a core business
priority.

The Research

Research from Gallup, McKinsey and Deloitte continues to show a clear pattern. Organisations that invest in psychological safety, inclusion and meaningful work perform better on engagement, productivity and retention. Yet burnout and disengagement remain widespread and stubborn challenges.

Belonging, inclusion and recognition are now central drivers of engagement. Gallup’s research shows many employees still do not feel a strong sense of belonging at work. Microsoft’s Work Trend Index highlights that people are increasingly willing to leave organisations where they do not feel seen, supported or connected. Even as work becomes more digital, distributed and AI enabled, the human need for connection has not faded. If anything, it has grown stronger.

In my experience, people are far more motivated when they feel genuinely valued for what they contribute and when leadership feels human and supportive. These ideas are not abstract or soft. They are practical and measurable, and they sit squarely in HR’s remit. As Maya Angelou said, people will never forget how you made them feel. In today’s workplace, those feelings often determine whether change succeeds or fails.

The Market

In a year marked by rapid change and ongoing uncertainty, one thing has remained constant. People want to feel understood, valued and part of something meaningful. For me, HR’s role is not just about managing change or rolling out new systems. It is about helping to build organisations where people can thrive, feel they belong and do their best work.

That said, HR cannot do this on its own. Real and lasting culture change requires visible commitment from the CEO. I have seen time and again that when care, empathy and trust are not modelled from the top, even the strongest HR strategies struggle to gain traction.

The most effective CEOs, in my view, have a deeply embedded caring instinct. It has to be genuine, not performative, and it has to be lived every day. As Satya Nadella has said, empathy makes you a better innovator. When CEOs truly believe that HR’s work goes beyond policy and process and instead acts as a catalyst for sustainable change, organisations feel the difference.

How HR Search can help

At HR Search, we understand the critical role HR professionals play in the success and long-term health of modern organisations. HR is not a nice to have or a support function on the sidelines. It is a strategic necessity. When HR has a real seat at the table, it becomes a powerful force in shaping culture, enabling performance and preparing organisations for what comes next. In 2026 and beyond, the organisations that recognise and invest in this leadership role will be the ones that genuinely make a difference. Get in touch with our team here if you need any assistance in this space!