The UK workforce has been warned they are too slow in changing and that they enjoy their comfort zone too much. Who are the culprits? Women, older workers, and professionals in the public sector are more likely to be influenced by the question ‘why change culture ‘.?
Recruitment experts have warned that this culture of…er, caution…is contributing to a plateau in productivity that the UK can “no longer afford”. A fear of change is emerging among UK workers as a major barrier.
According to data from Right Management after a survey of over 2,000 employees, almost a third of British workers (31%) would prefer to stick with what is familiar than embrace change. The research authors said that this had clear implications on productivity and innovation.
One colleague in the Personnel Today offices loudly disapproved of this when it was raised. They then looked at their watches and announced that they were going to lunch at 1pm, as they do every day.
Nearly 4 in 10 employees in the public sector (38%) expressed a fear of change, compared to 25% in private sector. The study found that a failure to adopt new ways of doing things, combined with a lack of investment in the development and training of employees, could lead to inefficiencies.
Researchers claim that conservatism (with a capital “C”) is also more common among women. Researchers found that women were more likely than men to resist changes (34% vs. 27%).
Over-45s are significantly more cautious than Gen Z (37%)
Right Management’s talent management solutions director, Jacques Quinio said, “Staying within your comfort zone might feel safe, but it quietly erodes productivity throughout the country.”
He said that if the UK wanted to close the gap in productivity, it had to start by giving people the opportunity to adapt, grow and contribute to society in new ways.
He said that the IMF’s revised growth forecast, stagnant labour markets, and rising long-term illness rates were all signs of a country underperforming its full potential.
The study concluded that employers were not providing enough support to their employees, despite calls for more agility and skill-upskilling. Only 43% of employers provide access to professional assessments, which help employees identify their growth paths. Less than half (47%) offer coaching. One in ten organisations offer no support.
Just 33% of employers use data to guide their investment in people, while 42% admit they don’t see it as essential. Quinio said that 57% employees felt their performance was valued higher than their potential.
At this point, the colleague who was mentioned earlier returned from his lunch feeling disturbed. He said “the sandwich bar is closed”, “it never closes on Fridays. I don’t what to do.”
“Let’s give it a try,” said a female colleague, who was taking a short break from evaluating AI programs. She had worked exclusively in the public sector.
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