On one hand, there’s the push for productivity, deadlines, and tangible outputs; on the other, the call for a positive and engaging workplace culture, one that champions inclusivity, team-building, and overall employee satisfaction.

The debate between fostering a results-driven environment and nurturing a supportive, inclusive workplace culture has never been more relevant. In fact, as workplace dynamics evolve, it’s clear that these two elements don't necessarily conflict—they can, in fact, complement each other.

The Randstad 2025 Workmonitor Report reveals that 59% of Malaysian employees have quit their jobs due to workplace toxicity. Without a strong culture of trust and respect, employee retention suffers—directly affecting both individual and organizational performance.

Recent findings from Gallup's "Global Employee Engagement" report show that Southeast Asian employees are increasingly looking to leadership for hope, purpose, and direction. This trend emphasizes how crucial leadership is in building not just performance, but a culture of engagement and support—essential elements for organizational success.

And, Deloitte's research demonstrates that purpose-driven companies outperform the S&P 400 in employee engagement, retention, and long-term profitability. The data shows that nurturing workplace culture leads to both higher employee satisfaction and better organizational results.

So, what if, both of these approaches—workplace culture and results-oriented work—don’t have to exist in opposition? In fact, they can work together. It’s an essential question, and one that deserves nuanced consideration.

Team-Building and Inclusivity: Do They Actually Make a Difference?

First, let’s take a step back and look at the seemingly “softer” side of things: team-building activities, inclusivity efforts, and workplace events.

These elements are often seen as the “nice-to-haves” in corporate environments — valuable for team cohesion, but ultimately secondary to the “real” business outcomes of sales, deadlines, and key performance indicators.

However, for employees, the connection between these initiatives and their personal career growth can sometimes feel distant. Many might wonder: "How do after-work socials, diversity training, and an emphasis on wellbeing directly contribute to my success in a results-driven environment?"

The answer, in short, is that they help more than you might think. These initiatives are the foundation for building a strong, connected team.

In reflecting on how workplace culture affects engagement, Andee (Culture & Inclusion Program Manager at HubSpot), shared this insight:

The three key words I would highlight are trust, flexibility, and belonging. Employees today are seeking more than just being a "human resource" — they want meaningful engagement since they spend so much time at work. They desire purpose-driven work with greater autonomy in how, where, and when they operate.

When people feel that they belong, are respected, and are encouraged to be their authentic selves, they’re more likely to engage deeply with their work. And when employees are engaged, they’re not just working harder; they’re working smarter. They’re open to sharing ideas, collaborating with colleagues, and taking the initiative to solve problems.

This isn’t just about being “happy” at work — it’s about creating the conditions for success to flourish. Employees who feel valued and supported are far more likely to go the extra mile, collaborate seamlessly with colleagues, and engage meaningfully in their tasks.

When a team is cohesive and well-connected, when people know they have the support of their colleagues and leaders, they’re more likely to take risks, offer suggestions, and embrace new challenges.

This sense of belonging is key to personal and professional growth. While team-building and inclusivity efforts might seem like “extras,” they actually form the bedrock upon which great work is built.

Culture as a Career Booster

A great workplace culture does more than just make the office a pleasant place to be. It actively supports your growth. Think of it this way: A culture that values learning, innovation, and adaptability is one that’s helping you build your career in real-time.

When an organisation creates opportunities for you to learn new skills, upskill, or collaborate with colleagues in different departments, it’s opening doors for your future.

In Southeast Asia, where industries are evolving quickly, this kind of culture is particularly valuable. As markets shift and new technologies emerge, having a culture that encourages learning and adaptability ensures that employees are ready to meet those challenges head-on.

Take, for instance, organisations that prioritise continuous learning opportunities — be it through workshops, mentorship programmes, or cross-departmental collaborations. These environments provide employees with the resources and support needed to diversify their skills.

When discussing the importance of inclusion and belonging in today’s workplaces, Andee shared the following thought:

Having a growth mindset is crucial for building a learning culture. With so many changes in the world and new technologies like AI emerging, we need to adapt, unlearn, and relearn how we think about work. While AI won't replace humans directly, people who are better at using AI might replace those who aren't. It's all about fostering a culture of adaptability and continuous learning.

But it’s not just about “being trained” — it’s about feeling empowered to grow. A company that supports reskilling and continuous development creates an environment where employees feel they can push beyond their comfort zones, build new capabilities, and ultimately shape their own career path.

In such a culture, growth isn’t a passive experience; it’s an active, ongoing journey.

Culture as a Results Booster

Now, let's talk about the big question: can culture really help deliver results? In short: absolutely. A positive, well-nurtured workplace culture is not a distraction from results — it’s a crucial driver of them.

When employees feel valued and supported, they are naturally more motivated to perform at their best. This motivation translates into tangible outcomes, not just because people are happy, but because they feel truly invested in the company’s mission. A culture of openness, trust, and mutual respect leads to greater collaboration, which in turn drives innovation and productivity.

Take a moment to think about the power of trust in the workplace. When people feel that their contributions are respected, they’re more likely to share ideas, collaborate openly, and take the initiative to solve problems.

Andee emphasised:

Work is deeply integrated into our lives since we spend 80% of our time doing it. It's crucial to recognize this reality. When you have a strong culture with happy employees who feel connected not just to the company but to their colleagues, they naturally perform better. Moreover, when I can bring my whole self to work without hiding any part of my identity, I can focus more energy on my work and perform at a higher level.

In turn, the company as a whole becomes more agile, able to pivot quickly and respond to challenges with creativity and resourcefulness. And this kind of collaborative spirit leads to results that are not just greater, but also more sustainable.

Building a strong organizational culture and focusing on results are deeply connected. A strong culture doesn't compromise performance—it amplifies it. When you build a high-trust, high-performance culture, you see better engagement, productivity, and innovation.

A strong culture of feedback also plays a vital role here. When employees are encouraged to give and receive feedback in a constructive way, it creates a cycle of continuous improvement. Teams get better at working together, individual performance improves, and the overall success of the company follows.

A culture of trust and psychological safety also has a direct impact on problem-solving and productivity. In teams where individuals feel supported, they are less likely to fear failure or judgment, leading to more risk-taking, experimentation, and ultimately, breakthrough results.

High-performing cultures tend to be more resilient and adaptive in the face of challenges, as employees work together to find solutions rather than working in isolation towards individual goals.

Balancing Culture and Results

So, is it culture or results that matter more? The short answer is both. To view them as mutually exclusive is to miss the point entirely.

In Southeast Asia’s competitive and fast-evolving market, companies need both a strong, inclusive culture and a clear focus on results. They are not at odds; in fact, they complement each other.

Think of culture as the soil in which the seeds of success are planted. Without it, the results you strive for may remain dry and uninspiring.

But when culture is nurtured — when teams are supported, when innovation is encouraged, and when individuals are given the freedom to grow — those seeds are more likely to flourish, producing outcomes that are not only measurable but meaningful.

A workplace culture that prioritises people — one that focuses on inclusivity, adaptability, and continuous learning — creates an environment where results don’t just happen, but are actively nurtured.

When people feel valued, when they know they’re growing, when they see a clear path to success, they’re far more likely to deliver exceptional outcomes:

Belonging is absolutely key because everyone wants to feel they belong at work. While we frequently discuss diverse hiring and building diverse talent pools, diversity cannot thrive without inclusion. The challenge lies in making people from different backgrounds feel genuinely included. The belonging piece is vital.

In this way, culture becomes the soil that allows the seeds of success to grow. The better the culture, the better the results. And as results improve, the culture is further strengthened. It’s a positive feedback loop that benefits everyone — from the newest employee to the most senior leader.

Both matter. And when done right, they can work together seamlessly, supporting each other in a way that drives both individual and organisational growth.

In the end, companies grow with their people. Over time, that is what drives results.

Reflection Questions: Reframing Success and Redefining Growth

Take a moment to pause and reflect how we approach this delicate balance. The following reflection questions are designed to help you dig deeper into your mindset and approach, offering you the opportunity to reimagine the way you view and shape workplace culture — and how that ultimately drives results.

• Are culture and result in harmony, or do they feel like opposing forces?
• How am I modelling the behaviour I want to see in our workplace culture?
• Are we measuring the right things to reflect the success of both our culture and results?

About the Authors

NewCampus Contributor is a group of people leader specialists across Southeast Asia with deep expertise in fostering collaborations between people to inspire conversations and drive impactful people journeys.

• Andee Chua, Culture & Inclusion Program Manager at HubSpot

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