How to Change Behaviour in the UK Workplace and Build Lasting Habits
Imagine your team has attended training after training, yet the same old behaviours repeat, targets are missed, and frustration builds. It’s not because the skills weren’t taught. It’s because behaviour didn’t change. That’s where behaviour change training steps in: not just teaching new knowledge, but helping people change how they behave in the workplace. In this article, we explore how you can design and run a programme that actually changes behaviour, not just ticks a box.
Why Behaviour Matters in the Workplace
Changing employee behaviour is one of the biggest levers an organisation has. A study of a tailored workplace behaviour-change intervention demonstrated that when behaviours were specifically targeted (rather than just knowledge transfer), the likelihood of sustained change improved.
Research indicates that up to 70% of employees are not engaged, and 86% believe their workplace learning is irrelevant or unhelpful, which shows why traditional training often fails to change behaviour. When behaviour aligns with organisational goals, companies see higher productivity, better collaboration and a stronger culture. Without it, training fades quickly into the background.
The Core Elements of Effective Behaviour Change Training
To change behaviour in the workplace, your training must go beyond instruction and include these key components:
Design with Behaviour in Mind
Begin by identifying the behaviours you want to change, why they matter, and what barriers exist. The COM-B model (Capability, Opportunity, Motivation → Behaviour) is a useful framework for diagnosing what needs to shift.
Embed the Learning
Effective training uses real-world context, tailored practice and behavioural feedback loops rather than generic sessions. For example, an article on designing training programmes to drive behaviour change emphasises application, reflection and reinforcement.
Sustain the Change
Behaviour change training doesn’t stop when the session ends. Without reinforcement, behaviour reverts. Follow-up, coaching, measurement and culture support are essential to sustain new behaviours.
Measure What Matters
Rather than only measuring attendance or satisfaction, track behavioural outcomes: “Did people act differently?” “Did performance improve?” One study found that measuring training transfer predicted change in behaviour and performance.
How to Run the Programme – Step by Step
First, conduct a behavioural audit: identify the exact behaviours to change, map current state vs desired state, uncover obstacles and enablers. Then design your training: use scenarios, role-play, peer coaching and real workplace challenges.
During the workshop, emphasise not just what to do, but how and why. Encourage participants to reflect on their own habits, create implementation intentions (“I will do X when Y”), and commit to action.
After the session, implement a reinforcement plan: support participants with micro-learning reminders, peer check-ins, manager coaching and visible tracking of behaviour change. Align the new behaviours with incentive systems, leadership modelling and organisational systems.
Finally, measure success: track changes in target behaviours, link them to business outcomes (e.g., fewer quality issues, higher customer satisfaction, improved safety metrics), and refine the intervention based on what works.
Real-World Example
Empirical evaluations show that behaviour-based training combined with structured follow-up and feedback can lead to reductions in unsafe or non-compliant behaviours by roughly 15–30% within the first year of implementation.
Similar outcomes highlights in its Behavioural Safety framework, while decades of applied research by E. Scott Geller demonstrate that consistent behavioural reinforcement can reduce workplace incidents by up to 50%.
Conclusion
Effective behaviour change training transforms not just what employees know, but how they act. By diagnosing the target behaviours, designing for real-world application, reinforcing over time and measuring impact, organisations can shift behaviours in a meaningful way. The payoff is higher performance, stronger culture and sustained growth.
Ready to transform your workplace behaviours? At Sidestream UK, we design Behaviour Change Training programmes grounded in proven behavioural science and real-world data. Contact us to design a customised behaviour change training programme that delivers real, measurable change.
FAQs
Q: What’s the difference between behaviour change training and regular training?
A: Regular training focuses on knowledge and skills. Behaviour change training focuses on applying that knowledge and altering everyday behaviour, habits and mindsets.
Q: How long does behaviour change take?
A: Research suggests meaningful change often requires at least three to six months of reinforcement and follow-up to become embedded.
Q: Can behaviour change training work remotely or in hybrid teams?
A: Yes. The core principles remain the same: clear target behaviours, tailored scenarios, reinforcement and measurement. Remote tools (e-learning, peer check-ins) can support the process.
Q: How do I measure behaviour change?
A: Use metrics tied to the behaviour (e.g., number of times new behaviour is applied, reduction in errors, improved engagement). Combine qualitative (feedback) and quantitative (data) measures.
Q: What are common barriers to behaviour change?
A: Lack of motivation, unclear expectations, no opportunity to apply new behaviour, absence of leadership support and no follow-up are frequent obstacles. The COM-B model helps diagnose these.
