The Culture Check-In: Why Connection Can’t Be a Q4 Casualty
with thoughts from Olive Pique, HOST’s resident event expert and mascot
It’s the end of the year — the season of spreadsheets, sprinting toward goals, and trying to squeeze twelve months of work into six weeks. For many companies, this is also when “culture” quietly slips down the priority list. Team events are postponed, recognition budgets shrink, and connection starts to feel optional. But when pressure is highest, people need purpose and belonging the most. Before you trim one more line item, consider this: what if keeping culture alive is the very thing that gets your team — and your company — across the finish line?
Recharging company culture and connection.
The Quiet Cut That Costs the Most
As Q4 ramps up and deadlines stack higher than the leftover Halloween candy, something subtle tends to slip off the schedule — culture. Gratitude lunches get postponed, recognition programs “paused,” and team connection is quietly cut in the name of efficiency.
But here’s the truth: when your people are stretched thin, connection isn’t a luxury. It’s the lifeline.
And the cost of letting it slide? Higher turnover, lower morale, and a team that finishes the year running on fumes instead of purpose.
The Cost of Cutting Culture
When budgets tighten, culture often becomes the line item that feels easiest to trim — but it’s the one that drives nearly every key metric leaders care about.
According to Gallup, employees who receive high-quality recognition are 45% less likely to turn over within two years.¹
Engaged workforces correlate with stronger business outcomes — including 23% greater profitability and significantly less absenteeism.²
Deloitte reports that inclusive cultures are 2.3× more likely to retain top talent.³
Short-term savings from cutting culture can create long-term costs in disengagement and attrition. Keep the fundamentals — recognition, inclusion, and connection — visible and consistent.
Moments That Matter
Keeping culture alive doesn’t require lavish retreats or six-figure galas. Small, intentional moments of connection can do the heavy lifting.
A 15-minute gratitude gathering where teammates call out what (and who) they’re thankful for.
A micro-volunteering session supporting a local cause or seasonal charity.
An inclusive celebration that blends remote and in-person experiences — think shared cooking class, a virtual travel tour, or a mindful bonsai break.
The format matters less than the message: You matter. Teams who see, hear, and celebrate each other stay motivated through the sprint to year-end.
Beyond the Buzzwords
“Belonging.” “Engagement.” “Authentic leadership.” We’ve all seen the slide decks. But culture isn’t built from talking points — it’s built from trust points.
Focus on what people feel day-to-day:
Are voices being heard and credited?
Are small wins being celebrated?
Are managers modeling inclusivity in action, not just in email?
Belonging is real when it’s visible, consistent, and human — not just aspirational language. Research continues to tie belonging to measurable performance and retention gains.⁴ ⁵
A Sustainable Culture Strategy
As the year winds down, leaders often plan for next quarter’s sales, not next quarter’s spirit. Yet, the best cultures don’t reboot in January — they’re nurtured year-round.
Set recurring “culture touchpoints” now:
Quarterly connection events (virtual or hybrid)
Rotating team hosts to lead creative check-ins
Gratitude-themed recognition rituals
Seasonal CSR activations that align with company values
Connection thrives on rhythm. Plan it with intention, and your people will feel it.
✍️ A Note from Amy
The most powerful moments I’ve seen this year weren’t the big launches or the splashy events.
They were the handwritten thank-you notes. The surprise shoutouts. The laughter that broke tension on a tough day.
Culture is built in those small, unplanned, beautifully human gestures — and they cost nothing but care.
As you wrap Q4, check in not just on performance but on people. It’s the investment that pays the biggest dividends.
Let’s figure it out, together.
— Amy O’Neil
Owner, HOST Events | ONAR Event Services
🫒 Olive Has Thoughts
Culture isn’t a season. It’s the soil everything grows from. Water it, talk to it, and for the love of olives, don’t forget the sunshine.
—Olive Pique, digital mascot + morale booster
Ready to Keep Culture Off the Cutting Room Floor?
Lock in one meaningful culture touchpoint before year-end — or blueprint your 2026 connection calendar with HOST.
Virtual, in-person, or hybrid. We’ll help you make it effortless.
1 Gallup — Employee Retention Depends on Getting Recognition Right. Gallup Workplace
2 Gallup — Key Employee Engagement Data: 2024 Global Workplace Findings. Talkspirit / Gallup Summary
3 Deloitte Digital — Workforce Experience by Design: Inclusive Cultures and Retention. Deloitte Insights
4 Forbes — Belonging Is a Top 2024 Workforce Strategy (Not RTO). Forbes Leadership
5 Seramount — Measuring Belonging in the Workplace: McKinsey & HBR Summaries. Seramount Toolkit