Job Hugging: Security or Stagnation?

We're diving into the newer labor force term, job hugging. This is the trend of employees clinging to their current positions, even if they’re unhappy or unfulfilled, out of fear and a desire for security in an uncertain job market. We discuss the negative impacts of this phenomenon on both the employee (stagnation, burnout) and the employer (complacency, low productivity), the economic factors contributing to this shift (dubbed "the great stay"), and actionable advice for how to move forward.

The phenomenon of job hugging has gained traction in the labor market lexicon amid a slowing economy and waves of layoffs. For more on the trend, read CNBC’s article, ‘Job hugging’ has replaced job-hopping, consultants say, as workers cling to current roles.

Actionable Tips and Takeaways

If you suspect you are job hugging or feeling professionally disengaged, here is how you can re-engage, grow, or prepare for what’s next:

Acknowledge the fear

Don't confuse stability with stagnation. Be honest about whether you are staying out of genuine contentment or out of fear of an uncertain job market, mass layoffs, or AI-driven changes. The emotional labor of building new relationships at a new job is real, but don't let the anxiety around that work keep you stuck in a role you have outgrown.

Shatter the myth of loyalty

Recognize that a company's loyalty is conditional; they are managing their own business needs, which may not align with your longevity. Your true, long-term security comes from your continuous growth and marketability, so be proactive in managing your career rather than relying on a false sense of corporate security.

Combat stagnation and lost earnings

Be aware of the financial and emotional toll of job hugging, which includes slower salary growth, loss of lifetime earnings, and overall career disengagement. When you stop looking for the next opportunity, you stop growing and often resort to "quiet quitting," which is emotionally draining.

Take advantage of benefits

Use your company’s resources, such as continuing education or professional development credits, to develop new, in-demand skills and increase your value. This is a crucial way to combat stagnation and increase your market value using your employer's budget.

Seek growth sideways

If a vertical promotion isn't available, look for "sideways" moves that allow you to flex new muscles, build different internal networks, and find fulfillment without changing companies. Find ways to add value outside of your core job description by joining Employee Resource Groups (ERGs) or new cross-functional teams.

Create your own opportunities

Be an entrepreneur within your current company. Look for white space or unaddressed business challenges and proactively make a case to your leadership for a new role or a new team that solves a new problem.

Always be building your network

The best time to build your network is when you don't need it. By consistently talking to recruiters and contacts, you maintain a "portfolio of opportunities" and can move from a position of strength, not panic, when the time is right.

Start a side hustle

A side hustle can help you flex muscles developed in your nine-to-five, reinvigorate your energy towards work, and build a foundation for a future business. Use it as a low-risk way to explore new passions and gain skills that your current job may not be utilizing.

Tips for Managers and Employers

To address the complacency crisis of job hugging, keep your best people engaged, and prevent massive talent drain when the market inevitably swings back, focus on the following areas.

Address complacency within your team

Recognize that job hugging creates a culture of "quiet quitting," low productivity, and a lack of innovation because employees are too fearful to take risks or propose new ideas. Your role is to actively work to break this cycle by offering psychological safety and growth opportunities.

Prioritize transparent communication

In an uncertain market, open communication is key. Hold regular one-on-ones, skip-level meetings, and share the "why" behind company initiatives so employees feel connected to the mission and less fearful of the unknown. This commitment to transparency builds trust and reduces anxiety.

Invest in engagement, not surveillance

Trying to monitor and micromanage employees will only exacerbate the issue and signal distrust. Instead of leaning into hyper-surveillance due to perceived disengagement, use that energy to invest in professional development and growth opportunities that signal the company values their long-term journey.

Know and promote your benefits

You can't expect your team to be engaged if you aren't promoting the resources available to them. Be aware of the development resources and actively encourage the use of continuing education, tuition reimbursement, and other growth-focused perks.

Reward loyalty tangibly

When the market turns, you need to have reasons for your best people to stay beyond simple inertia. Incentivize people to stay through concrete benefits, such as a three-week sabbatical for five-year anniversaries or a bonus for long-term performance.

Tools and Resources

Partner with a professional: Contact us at The Glass Advisory to find out how our customized coaching and consulting can help you combat job hugging and create opportunities.

Listen to The Glass Sessions episode, How to Network Authentically with Joe Gilgoff, for actionable tips on building your professional network.

Use our script for discussing your professional future with your manager.