HR leaders don’t really get why people are worried about the changing workplace

A quarter of UK employees have considered leaving their jobs because of the constant pace of change in the workplace, according to new research commissioned by Investors in People. The nationally representative survey, conducted by Censuswide, found that nearly 20 percent of workers feel worn down by the volume of organisational change. More than a third said they can cope but find it increasingly exhausting. The findings form part of Investors in People’s latest white paper, Finding the Frequency [registration], which explores how British organisations can manage change more effectively and build resilience among employees.

The study suggests that change is having a measurable impact on morale and wellbeing. More than a third of employees said workplace change has made them more stressed, while over a quarter reported feeling less motivated. One in three said it had damaged their work-life balance.

The results point to differences across seniority levels. While 22 percent of all workers said they feel energised and ready to embrace change, the figure rises to half among executives and 37 percent among senior managers. Only 14 percent of middle managers and 10 percent of entry-level staff expressed similar enthusiasm, highlighting what Investors in People describes as a growing divide between those who lead change and those most affected by it.

When asked what worries them most during periods of change, 44 percent of employees cited increasing workloads and pressure. Other common concerns included fears that change would make their job harder or more complicated, poor or confusing communication, and a loss of control over how they work.

The research also identifies a gap between what employees experience and what human resources professionals believe are their main concerns. When Investors in People surveyed 500 HR leaders, 65 percent recognised heavier workloads as a key issue, in line with employee responses. However, other concerns were less well understood.

More than half of HR professionals said fear of redundancy was the primary source of anxiety during organisational change, yet only 17 percent of employees mentioned job loss as a worry. That figure rose to 24 percent among entry-level workers but remained relatively low across the wider workforce. The findings suggest that HR departments may be overestimating job security fears while underestimating the effects of everyday pressures such as workload, unclear communication and lack of autonomy.

Paul Devoy, chief executive of Investors in People, said the results reflect the scale and pace of transformation facing organisations. “We are all dealing with and living through a period of intense and constant change, from the rise of AI to geopolitical uncertainty,” he said. “This makes transformation more ‘business as usual’ than a ‘one and done’ event. Our research shows that 50 percent of employees feel that change is happening more often this year than in the last three years.”

Commenting on the findings, Professor Julie Hodges of Durham University Business School said that understanding the reasons for change is critical to gaining support. “When it comes to change, people want to know the ‘why’. The reason they resist change is because it’s never been explained to them or because no one has asked them for their views, ideas or concerns,” she said.

Emma du Parcq, Head of Consulting at the Roffey Park Institute, said that involving employees early in the process could ease pressure and improve outcomes. “People aren’t resistant to change. They are resistant to change that they don’t see the need for or that they think is badly implemented. You can resolve change fatigue by doing change in a better way,” she said.

Investors in People said the findings highlight the importance of communication, inclusion and realistic workloads as organisations navigate continuing economic and technological disruption. The white paper argues that supporting employees through change will be essential to retaining staff and sustaining productivity in the years ahead.