Rewriting the Future of Organizational Culture in a Crisis

When a company is struggling, its members become discouraged and the organizational atmosphere becomes rigid.
In fact, the Korean economy in 2025 faced a crisis due to external uncertainty and an economic slowdown, which had a direct impact on many companies.
In response to the worsening business environment, companies are showing a tendency to return to old ways of doing things, such as more management, performance pressure, and tighter control.
But this approach no longer works effectively for members.
And companies that have sensed this change are designing new organizational cultures by proposing "autonomy-based organizational culture" and "empowering leadership."

Accordingly, 『Organizational Culture Trends 2026』 focuses on introducing organizational culture trends and seven signals of change that are shaking up organizational culture: 'SPARKLE (Self-driven Work, Platform with Care-centered Value, AI-Human Collaboration, Rehumanization, Knowledge Gap, Life-Work Integration, Empowered Belonging)'.
These signals are 'the era of self-directed work', 'care right now', 'is AI a colleague or a competitor', 'restoring lost humanity', 'coexistence of XYZ generation, overcoming the knowledge gap', 'breaking down boundaries between work and life', and 'after the sense of ownership, the era of belonging'. They will serve as practical guides for breaking away from existing methods, quickly and accurately identifying signals of change, and setting a direction for response.

In addition, it contains a selection of the latest core theories of organizational culture, trends in organizational culture, key tasks, and important points that organizational culture should consider.
In particular, it will be helpful in designing organizational culture by presenting a wealth of examples of innovative organizational cultures from companies.
For those seeking to enhance their organization's competitiveness, leadership, and AI application capabilities, "Organizational Culture Trends 2026" will provide the right direction for establishing a 2026 organizational culture roadmap.

Ultimately, as anxiety grows in the AI ​​era, employees find renewed motivation in care-centered purposes that convey the message, "You are valued," rather than directives to "perform."
This type of 'care-centered platform' is gradually becoming a reality in Korean corporate culture as well.
Through the three pillars of growth support, daily care, and a sense of value at work, employees are experiencing the feeling that they are respected and growing even at this very moment.
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In 2026, the standard organizational culture will be a collaborative culture where AI and humans work together to create synergy.
When organizations move beyond fear and design for coexistence with AI, it will become a driving force for sustainable innovation.
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When emotional motivation and challenging goal setting meet, a vision becomes more than just empty rhetoric; it becomes a realistic roadmap that the entire organization can work toward.
Managing organizations in this changing era demands an integrated approach that is practical, measurable, and emotionally engaging.
The evolution of the vision slogan can be said to be a natural flow that reflects the changes in the business environment.

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