Think about the last time your organization introduced a new system or process. Employees received training, learned how to use it, and were expected to move forward. But how many quietly went back to doing things the old way? A workplace trend called "habit hugging" may help explain why employees hold on to familiar routines, even when better tools or processes are available.

According to new research from TalentLMS, 65% of employees say letting go of an old habit is harder than learning a new one, and 42% admit they still use tools or processes their managers believe have already been replaced.

TalentLMS defines habit hugging as the tendency to stick with familiar ways of working, even as technology, job responsibilities, and expectations change. The research found that 73% of employees mix old and new methods to get their work done.

One of the most interesting findings is the disconnect between completing training and putting new skills into practice.

After receiving training on a new way of working:

• Only 41% of employees consistently follow the new process.
• 52% adopt the new approach but sometimes slip back into old habits.
• 8% continue working as they did before.

Even among employees who consistently adopt a new approach, 64% say it takes one to three months before it begins to feel natural. Among those who continue using previous methods, 55% say the old way feels more familiar, while 48% believe it's faster.

Time pressures can make the situation worse. Nearly half of respondents (48%) feel rushed to adopt new ways of working, and 60% say their organizations prioritize results over following new processes.

Employees are often expected to learn something new while keeping up with their regular workloads. When deadlines are tight, it's easy to see why they might fall back on a familiar approach rather than spend extra time figuring out a new one.

AI Adoption Faces the Same Challenge

Habit hugging is especially relevant as employers introduce artificial intelligence into everyday work.

Among employees who received AI training, only 28% consistently use AI afterward. Another 36% sometimes return to their previous methods, while 12% continue working without AI.

For those who don't consistently use AI after training, common concerns include a lack of trust in AI for high-stakes tasks (32%) and the time required to check or revise AI-generated work (25%).

These findings suggest that simply teaching employees how to use AI isn't enough. Employers also need to address concerns about accuracy, demonstrate where the technology adds value, and give employees opportunities to become comfortable using it.

Managers Can Help Employees Break Old Habits

Managers have a significant influence on whether employees embrace new ways of working. According to the research, 49% of employees consistently adopt new processes when their managers model the expected behaviors. That percentage drops to just 22% when managers don't lead by example.

Management can encourage lasting behavior changes through a few practical steps:

• Build practice into everyday work. Give employees opportunities to use new tools and processes regularly rather than expecting them to master everything during training.
• Lead by example. Managers should consistently use the same tools and processes they're asking employees to adopt.
• Explain the benefits. Show employees how a new approach can save time, improve results, or eliminate unnecessary work.
• Ask for feedback. Find out what's working and what isn't. Employees may have legitimate reasons for preferring an older process, and their feedback could help improve the new one.
• Give employees time to adjust. Changing routines takes practice, especially when employees are juggling new expectations with their regular responsibilities.

The TalentLMS research is a reminder that introducing change and making it stick are two different things. Employees may understand the benefits of a new process and still find themselves returning to what feels familiar.

For employers, the key is to look beyond the initial rollout and training. With support from managers, opportunities to practice, and realistic expectations, employees are more likely to turn new ways of working into everyday habits.

Source: TalentLMS, Habit Hugging Report