It’s a tough employment market out there – a symptom of the challenging economic climate that businesses are in. As a result, many professionals are holding onto their current roles even if they’d normally be considering a move. This behaviour - dubbed Job Hugging - is driven by a desire for security. Instead of looking for new opportunities, employees opt to stay put until conditions feel safer.
According to research reported by Personnel Today, more than half of UK employees are now less likely to leave their current employer compared to a year ago. With financial pressures, cost-of-living increases, and market uncertainty, it’s easy to see why.
Why It Matters for Employers
On the surface, Job Hugging might sound like a retention win. If your team is staying longer, that reduces turnover, recruitment costs, and disruption. But scratch beneath the surface and the story is more complex.
When employees stay primarily for stability, not engagement, they may feel unmotivated or disconnected. This can result in reduced productivity, quiet quitting, and a lack of innovation. In other words, you might not be losing people, but you could be left with a workforce that’s not performing at its best.
The Risks of Job Hugging
The key risk is complacency, both for employees and employers. If people are staying because they feel they have no choice, resentment can build. You may notice:
- Declining engagement levels
- Increased absenteeism
- A lack of ambition or drive
- Higher risk of sudden exits when the market improves
For you, the danger is assuming that lower turnover equals higher satisfaction. In reality, employees might be biding their time until external conditions change.
Turning Job Hugging into an Advantage
Handled well, Job Hugging can give you breathing space to strengthen your employee value proposition. If people are staying put, you have an opportunity to:
- Reconnect with your workforce through better communication
- Invest in development and training
- Enhance workplace culture
- Demonstrate progression opportunities
By addressing the reasons employees might feel ‘stuck’, you can transform their decision to stay into a positive one rooted in loyalty and engagement.
What You Can Do Now
Now is the time to:
1. Measure engagement: Use surveys or focus groups to understand why people are staying and how they feel about their future.
2. Communicate openly: Share your business vision and how employees contribute to it. Clarity builds trust.
3. Support wellbeing: With economic pressure high, wellbeing initiatives make a real difference.
4. Build future resilience: Ensure you have succession plans and talent pipelines ready for when mobility inevitably increases again.
Job Hugging is neither entirely good nor bad, it’s a sign of the times. What matters most is how you respond. If you treat this trend as an opportunity to re-engage your workforce, you can emerge stronger when the market shifts.
Get in touch with us on 020 7870 7177 to discuss your talent management within the current landscape.