The majority of workers (43 percent) are unhappy with the stability that their employers and jobs provide, according to CEB (NYSE: CEB), a best practice insight and technology company. 

Data show employee satisfaction with stability fell by four percent to 37 percent to the lowest level since mid-2013. CEB cautions UK employers not to make unrealistic promises about stability but instead, but instead offer employees opportunities to get more involved in planning for, and responding to change. Brian Kropp, HR Practice Leader at CEB, said: “People are worried about political and economic ambiguity and the impact on their jobs. Understandably, this is prompting people to feel insecure about their prospects and apprehensive about the future. At these moments, employers want to offer comfort and stability, but the worst thing firms can do is to over-promise and under-deliver. For now, most workers are opting to ‘sit tight’ with the company they know to ride out the waves. However, even in today’s environment people will only hold on for so long before they seek out greater career growth.” 

As uncertainty dominates in the UK following the Brexit decision, the frequency of change at work – including new people, structures and technology – is also on the rise, making people feel unsure about how their role will evolve. CEB’s quarterly Global Talent Monitor reports that almost one-third (31 percent) of UK employees have experienced a major organizational restructure in the past year, above the global average of 25 percent. As a result, just 17 percent are demonstrating high levels of discretionary effort by picking-up additional work in their current roles. UK levels are on par with the global average (17 percent), but trail those in South Africa (26 percent), the U.S. (24 percent) and India (20 percent). 

“Change is often a healthy and positive thing. It can refresh the way things are done and give people the opportunity to learn new things,” said Kropp. “However, the stagnant levels of effort and reduced job satisfaction we’re seeing today are indicators that most workers are struggling to deal with so much change. Companies need to be realistic and transparent with employees about the future. Rather than thinking of employees as a resource to be managed through change, they should be co-pilots that own and drive change alongside leadership.” Workers in Britain are not only feeling vulnerable in their jobs, but they’re also feeling undervalued by their employer. The study shows the workforce continues to be dissatisfied with the lack of career opportunity (47 percent) their employers offer, and are growing increasingly unhappy with poor recognition (37 percent) and people management (37 percent), all of which are the major factors contributing to employee departures. 

Kropp added: “The things that employees most value at work are also changing. More people now feel that their hard work is going unnoticed, with less than one third of workers happy with the recognition they get from colleagues and their line-managers. Particularly during times of uncertainty, staff need to feel recognised, valued and be given opportunities to grow professionally.” Global Talent Monitor data is drawn from CEB’s larger Global Labor Market Survey which is made up of more than 20,000 employees in 40 countries. The survey is conducted quarterly and is reflective of market conditions during the quarter preceding publication. Visit www.cebglobal.com/talentmonitor