A new workplace trend has quietly emerged, and it’s shifting the way employees and employers think about careers. Experts are calling it “job hugging” – the growing tendency of workers to hold tightly to their current roles rather than pursuing new opportunities.
Why employees are holding on
Unlike the Great Resignation of recent years, when employees left jobs in record numbers, job hugging reflects a different reality. Today, many workers, especially Gen Z, are staying put not because they love their roles but because the alternative feels riskier.
According to a recent Forbes report, rising living costs, widespread layoffs, and global economic uncertainty have created a climate of hesitation. Workers worry that moving jobs might expose them to instability, so they choose to stay where they are, even if the role isn’t perfect.
Supporting this, new data from Eagle Hill Consulting shows a rising retention index, indicating that employees are more likely to remain with their current employers for at least the next six months. At the same time, optimism about the broader job market has dropped significantly. In other words, employees are not just staying, they’re staying because they believe better options are scarce.
The psychology of job hugging
At its core, job hugging is about self-preservation. Experts at the global consulting firm Korn Ferry note that even top performers typically leave only when they are deeply unhappy or when a competitor offers an unusually compelling salary package.
“Right now, top performers are only leaving if they’re miserable in their roles,” explains Stacy DeCesaro, managing consultant at Korn Ferry.
This cautious approach is the opposite of what we saw during the pandemic years, when employees were emboldened to seek out new opportunities or demand better conditions. Today, the uncertainty created by economic pressures and technological disruption, including AI, has made many employees risk-averse.
The downside of staying too comfortable
For organisations, job hugging may sound like a win. After all, higher retention typically means less turnover and lower recruitment costs. But there are risks hidden in this trend.
Matt Bohn, senior client partner at Korn Ferry, warns that many employees are slipping into “holding patterns.” Instead of advancing their skills or seeking stretch opportunities, they are treading water. This stagnation not only limits individual growth but also blocks pathways for ambitious junior employees hoping to move up.
“Firms run the risk of becoming comfortable perches from which workers can jump when the time’s right,” Bohn explains. The danger, then, is that while employees stay loyal now, organisations could face a sudden wave of departures once the economy steadies.
This risk is worth noting for EAs. A stagnant workplace culture can limit opportunities to take on new responsibilities or develop the broader skills needed for career progression. If senior staff remain in their positions simply out of fear, it can narrow pathways for advancement.
The silver lining
It’s not all negative, though. Experts agree that job hugging presents employers with several valuable opportunities.
- Reduced costs: With fewer employees leaving, organisations face less pressure to counter outside salary offers, which helps keep wage budgets in check. Recruitment and onboarding expenses also decline.
- Talent development: Job hugging allows employers to invest more in their existing people. Internal career pathways, training, and performance management programs can flourish when turnover slows.
- Workplace stability: Fewer exits mean teams remain intact longer, preserving institutional knowledge and fostering stronger collaboration.
On one hand, you may find your colleagues less willing to make bold career moves, which can stabilise teams and reduce disruption. On the other hand, the risk of complacency is real. A stagnant environment can impact morale, creativity, and long-term growth.
It also presents an opportunity for EAs themselves – in workplaces where external hiring slows, employers may look inward to nurture talent. By positioning yourself as someone ready to take on new responsibilities or projects, you can stand out. Proactively seeking training, volunteering for initiatives, and demonstrating adaptability will ensure you’re seen as part of the solution to stagnation, not a by-product of it.
