#YourCareer : Signs Of The Rising ‘Job Hugging’ Trend And 5 Ways To Address It. Workers are Hanging On to their Existing Job. How About You?

I have written in the past about the pros and cons of “job hopping,” most prevalent in 2021 and 2022. But as Labor Day approaches, new research shows the cooling labor market has slowed, and job hugging is gaining momentum and replacing job hopping. Job hoppers are no longer getting a big bump in salaries, and the pattern is reversing, with job huggers finding that staying put might be a safer option for now.

The ‘Job Hugging’ Trend Stems From Job Uncertainty

Workers, notably Gen Z, are holding on to their jobs for dear life, not because they’re thriving, but because they’re unsure of what’s next. Amid massive layoffs, skyrocketing prices and the tightening economy, workplace worry and anxiety are at all-time highs. With so much economic uncertainty, more workers are finding that job hugging and staying put is more secure than taking unpredictable leaps into new opportunities.

With all the economic and political turmoil in today’s world, you might feel like going to bed and pulling the covers over your head, and you’re not alone. Job uncertainty poses a threat, raising worry and anxiety and taking a greater toll on your health than actually losing your job. But uncertainty is an inevitable part of our careers. None of us knows the future, so we must live with a certain amount of it. Sticking to a holding pattern with predictability is the natural response when your job is at stake.

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Article continued …

I spoke with Jennifer Schielke, CEO and cofounder of Summit Group Solutions and the author of “Leading for Impact: The CEO’s Guide to Influencing with Integrity.” She tells me that “job hugging” creates the illusion of loyalty, but it’s actually stagnation, and if leaders treat this low turnover as success, they miss the quiet disengagement that will trigger a talent drain when the market loosens up.

“The layoff trends that came on the heels of what was ‘anticipated’ to be a time of recovery from the 2020 Covid period perpetuated the lack of security in an already injured marketplace,” Schielke says. “Job reports, budget constraints and a continual undercurrent of fear entering into our workspace, clinging to what you have seems a logical play for stability and security. People have relocated, settled on remote abilities and experienced a time of economic strength. The flip of this is unsettling for most.”

How To Spot The Key Signs Of ‘Job Hugging’ At Work

Schielke describes job hugging as a red flag and lists several signs that surface with it.

• Increased stress that may affect the behavior or the mood of the team.
• Performance changes where someone focuses on areas in their role that they’re good at to highlight their capabilities versus the critical areas that best serve the whole of the team or the most important initiatives.
• Employees eager to assist in other roles or opportunities which can be helpful for the team, if they can continue in their own positions with excellence.
• Workers who have outgrown their current roles, sitting in the wrong seat at this time in their careers and clinging to it because of market fear.

How Employers Can Address The ‘Job Hugging’ Trend

Schielke notes leaders should take this moment to double down on development, mentorship and growth. “Employees may not be moving jobs, but they still need to move forward,” she says. “Great leaders will recognize that stability is not the same as engagement and use this time to build a stronger culture that lasts beyond the current market.”

I also spoke with Tara Ceranic Salinas, professor of business ethics and the department chair of management at the University of San Diego’s Knauss School of Business. She agrees when employers don’t respond to employee concerns and frustrations, the result is often a disengaged workforce, which hurts both people and the bottom line.

“Leaders need to acknowledge that this is a challenging time for everyone, and then they need to act,” Salinas adds. “Companies that legitimately want to foster engagement must invest in their culture and prioritize empathy and humanity beyond talking points.”

Here are other ways employers can address job hugging.

1. Check in with your employees. Salinas recommends establishing regular opportunities to share honest feedback and following up to show what was done to address the feedback. Schielke believes recognizing job hugging gives leaders a chance to engage with teams and understand their fears, needs and drivers.
2. Invest in the growth of employees. Schielke encourages employers to show employees that you care about investing in their growth whether it’s within or outside the walls of the company. She stresses the importance of thinking about how to create stability, security and connection for your people during a time of tremendous uncertainty. Salinas says offering additional training, mentoring or career development pathways can make employees feel valued and less stuck.
3. Reintroduce flexible schedules. “Flexibility has recently been removed from workplaces with forced return to office,” Salinas says, “but we know how unhappy it makes employees. Companies that are willing to reintroduce flexible schedules and hybrid work show that they understand what their employees want.”
4. Be a model of empathy. Salinas insists vulnerability is key to being a good leader and building a resilient culture. She advocates for leaders to share their own experiences and frustrations. Schielke says leaders can make that happen by sharing industry news and articles and have a Q&A or open conversation time in a daily meeting or coffee chat where people can engage and talk about concerns.
5. Explain company vision. Schielke recommends employers help each person understand the direction of the company and share how their roles integrate into that vision and what critical elements or key metrics employees need to see.

How Employees Can Address The ‘Job Hugging’ Trend

Schielke notes that being stifled will not end well and being idle with fear could have you miss out on the next phase of your career. Neither option is a positive reason to remain where you are. When you’re feeling stuck in your role, Salinas advises you to consider it as a great time to start planning your next career move and building new skills. She suggests you identify the aspects of your current job that feel unfulfilling.

Schielke’s advice is to have conversations with your supervisor or manager to position yourself well and succeed in your role. She’s a firm believer in having a sounding board throughout your career and building advisers whom you trust from different business arenas in different seasons of your career. She advocates finding a mentor and vetting your emotion, physical capability and job performance through an unbiased lens.

Salinas urges you to explore what colleagues in other roles are doing that sparks your interest. She adds that noticing the kind of work that excites you can help uncover new and more rewarding possibilities. And once you find something that resonates, Salinas encourages you to map out the skills you need to transition into that type of role. This will help you decide your next steps, such as pursuing additional training, earning a certification or developing new competencies to set yourself up for success.

Schielke also recommends you create a career map to understand where you are now and how you fit into the company in a longer-term capacity, or what trigger points may indicate that you need to let go and celebrate a new path. “Bottom line is I believe what’s best for the individual works out to be what’s best for the company,” Schielke concludes. “Job hugging doesn’t strike me as a category that serves either party well.”

Forbes.com | August 27, 2025 | Bryan Robinson, Ph.D.,