CIPD Good Work Index | MD Insights: Culture fit vs culture add | Our guide to handling workplace conflict…professionally!

What do the results of the CIPD Good Work Index 2025 mean for today’s job market?

The Chartered Institute of Personnel and Development CIPD has just released their eighth annual Good Work Index, and the findings offer compelling insights into the current state of UK workplaces. As a leading benchmark of job quality, this comprehensive survey of over 5,000 UK workers reveals crucial trends that both employers and jobseekers need to understand in today's evolving job market.

The Good Work Index is the UK's most comprehensive annual assessment of job quality, examining seven key dimensions of workplace experience: job design and nature of work, pay and benefits, contracts, relationships at work, employee voice, health and wellbeing, and work-life balance. This year's report provides particularly valuable insights into three critical areas: management capability, employee wellbeing, and the emerging role of AI in the workplace.

What are the key findings of the report?

➡️ Management capability is more important than ever: The 2025 report shows encouraging progress in management quality, with more employees reporting positive experiences with their line managers compared to 2023. This improvement is particularly notable in areas such as learning and development support and openness around mental health discussions.

The data reveals that employees with positive relationships with their managers are:

• More likely to perform at their best
• Less likely to quit their jobs
• More engaged and willing to go the extra mile

Importantly, managers themselves report having better access to the time, training, and resources needed to manage people effectively, highlighting the value of sustained investment in management development.

➡️ Mental health remains a workplace game-changer: Mental wellbeing continues to be a pivotal factor in workplace success. The research found that employees who report that work has a positive impact on their mental health are significantly more likely to perform well and remain committed to their organisations.

This finding underscores the critical importance of creating work environments that support mental wellbeing through sufficient autonomy, meaningful engagement, and protection from excessive workplace pressure.

➡️ AI is beginning to transform work experiences: While still in early stages, AI adoption is showing promising results. The survey found that 16% of employees have experienced task automation through AI, typically involving repetitive work. The impact has been overwhelmingly positive:

• 85% report improved performance due to AI automation
• Workers appreciate being freed from mundane tasks to focus on more meaningful work

What does this mean for employers, and what should they be doing?

✅ Invest in management development: The clear link between management quality and employee outcomes makes management training a strategic priority. Focus on developing managers' people skills, particularly in areas of mental health awareness and supportive leadership.

✅ Create mentally healthy workplaces: Design roles and environments that support employee wellbeing. This isn't just about employee satisfaction – it directly impacts performance, retention, and business outcomes.

✅ Embrace responsible AI implementation: Consider how AI can enhance rather than replace human work. When implemented thoughtfully, AI can improve job quality by eliminating repetitive tasks and allowing employees to focus on higher-value activities.

✅ Focus on the fundamentals: Continue to prioritise the seven dimensions of good work, as these remain the foundation of positive employee experiences and strong business performance.

What does this mean for jobseekers, and what should they be looking out for in potential employers?

✅ Evaluate management quality: When considering job opportunities, ask about management development programmes and support structures. Companies investing in management capability are more likely to provide positive work experiences.

✅ Assess wellbeing support: Look for employers who prioritise mental health and wellbeing. Ask about policies, support systems, and how the organisation protects employees from excessive pressure.

✅ Consider AI-progressive employers: Organisations thoughtfully implementing AI may offer more engaging roles as routine tasks become automated, freeing you to focus on strategic and creative work.

✅ Ask the right questions: During interviews, inquire about the seven dimensions of good work: job design, relationships at work, employee voice, work-life balance, and development opportunities.

The 2025 Good Work Index reinforces that quality employment isn't just beneficial for individual wellbeing – it's essential for organisational productivity and economic growth. As the UK faces ongoing challenges with health-related workplace inactivity and skills shortages, creating genuinely good work becomes both a moral imperative and a business necessity.

For recruitment agencies like ourselves, these findings highlight the importance of understanding not just what candidates can do, but what kind of work environment will help both parties thrive. The most successful placements will be those where employers understand the value of good work and candidates know how to identify it.

As we move through 2025, the organisations that prioritise management development, employee wellbeing, and thoughtful technology implementation will likely see the strongest performance in both employee satisfaction and business outcomes. For jobseekers, understanding these trends provides valuable insight into what to look for in your next role.

The evidence is clear: good work isn't just nice to have – it's essential for success in today's competitive landscape.

Access the full report here ➡️ Good Work Index | Report | CIPD

Get in touch: Want to discuss how these trends might affect your recruitment strategy or job search? Our team stays current with the latest workplace research to help both employers and candidates make informed decisions. Contact us to learn more about how we can support your goals in today's evolving job market.

MD Insights: Should employers stop hiring for ‘culture fit’ and start looking for ‘culture add’?

Recently, our Managing Director, Daniel Bosley , shared his perspective on ruling out potential employees based on ‘culture fit’... 

‘’After two decades in recruitment, I've watched countless brilliant candidates get rejected because they "wouldn't quite fit in" – often code for "they think differently to us."

Every interview where someone says ‘’they’d fit right in’’ is a missed opportunity to strengthen your organisation’s thinking.  Culture fit assumes your culture is perfect as it is. It reinforces groupthink, stifles innovation, and creates homogeneous teams that miss blind spots. Worse, it often inadvertently excludes diverse talent who could transform your business. Culture add asks a different question: "What fresh perspective, experience, or approach could this person bring that we're currently missing?"

In today’s challenging market, clinging to familiar thinking patterns is a luxury businesses can’t afford. The strategies that worked in 2019 won’t necessarily carry you through 2025. Right now, whilst others are cutting costs and playing it safe, the smartest leaders are investing in fresh perspectives that could unlock new revenue streams, identify untapped efficiencies, or spot opportunities their competitors are missing.

The strongest teams I've placed aren't echo chambers – they're collections of complementary thinkers who challenge each other respectfully and drive better outcomes together. Your culture shouldn't be a museum piece to preserve. It should be a living, evolving ecosystem that grows stronger with each thoughtful addition.

Values alignment? Absolutely critical. Shared purpose? Essential. But thinking exactly like everyone else already there? That's not culture fit – that's cultural stagnation. The next time you’re tempted to hire someone because they’d ‘’fit right in’’, pause and ask instead: ‘’What could they add that we don’t already have?’’ Your future self – and your bottom line – will thank you.’’

Share your thoughts: Have you experienced the shift from 'culture fit' to 'culture add' in your hiring decisions? We'd love to hear about times when bringing in someone who thought differently transformed your team's approach… or ,when playing it safe with familiar thinking patterns held you back! ⬇️

Workplace conflict is inevitable in any professional environment, but how you handle it can make the difference between a resolved issue and a career-damaging situation. Whether it's a disagreement with a colleague, tension with your manager, or conflict within your team, the key is responding thoughtfully rather than reactively. 

In our latest guide, we share eight steps which will help you navigate difficult situations professionally and constructively, turning potential relationship breakdowns into opportunities for improved collaboration and mutual understanding.

➡️ Take a step back and assess the situation: Before reacting emotionally, give yourself time to process what's happened and consider whether this conflict is worth addressing or will resolve itself naturally. Document the facts objectively - what happened, when, who was involved, and any witnesses present.

➡️ Identify the root cause: Look beyond the surface disagreement to understand what's really driving the conflict - is it working styles, unclear expectations, or miscommunication? Consider your own role in the situation honestly and take ownership of any part you may have played.

➡️ Choose your approach carefully: Decide whether to address the conflict directly with the other party or escalate to management or HR if it involves harassment, discrimination, or safety concerns. Choose a private, neutral location and avoid complex discussions via email where tone can be misinterpreted.

➡️ Prepare for the conversation: Plan to use "I" statements focusing on specific behaviours and their impact rather than character judgments or accusations. Set clear objectives for what outcome you hope to achieve - whether it's an apology, behaviour change, or simply clearing the air.

➡️ Have the conversation: Start positively by acknowledging their perspective, then use active listening to truly hear their viewpoint without preparing your rebuttal. Stay calm and professional throughout, taking a pause if emotions run high, remembering the goal is resolution not winning.

➡️ Work together to find solutions: Shift focus to brainstorming mutually acceptable solutions rather than demanding specific outcomes, being willing to compromise where appropriate. Establish clear, specific expectations and boundaries for moving forward, avoiding vague promises to "try harder."

➡️ Follow up and monitor progress: Schedule a follow-up discussion to assess progress and address any ongoing issues, showing your commitment to maintaining positive working relationships. Keep your manager informed if the conflict significantly affected team dynamics, demonstrating professionalism even after direct resolution.

➡️ Learn and prevent future conflicts: Reflect on what you've learned and how you could handle similar situations better, using the experience to improve your professional relationships. Consider sharing constructive suggestions with your manager about systemic changes that might prevent similar conflicts, positioning yourself as someone who thinks strategically about workplace improvement.

Remember that handling workplace conflict professionally demonstrates emotional intelligence and leadership potential – qualities that employers highly value. If conflicts persist despite your efforts, don't hesitate to seek support from HR, your manager, or employee assistance programmes.

Check out our blog for our latest career advice and employment tips.

Working in partnership with clients and candidates to deliver trusted recruitment solutions since 2009

Working in collaboration with our fantastic portfolio of clients nationwide to connect them with the right talent, at the right time, is what we do best, so if you’re looking for a new role, or to expand your team, we’re the people for you! We specialise in a multitude of sectors nationwide, including HR, Legal, Finance, Procurement, Social Housing, Local Government, Engineering, Property Management and Technology and work with high quality contractors, consultants and professionals in both temporary and permanent placements.

So, whether we’re helping you find the perfect candidate, or you're looking for your own next career step, you can be assured, as a trusted specialist recruitment partner since 2009, that we’re with you on every step of the journey.

To register a vacancy or discuss how we can help you find the perfect fit for your next permanent or temporary career step, you can find our regional contact numbers here. For more about our specialist team of consultants and read testimonials from our clients at www.jarsolutions.co.uk.