What is Job Hugging and Why is it Happening?

What is Job Hugging and Why is it Happening? Job hugging is a popular workplace trend as many are dealing with economic anxiety. And often, with it comes resentment.

A couple of years ago, I wrote about the workplace trend Revenge Quitting and although these may sound similar, they are not the same. Revenge Quitting is more rebellious, doing the bare minimum, leaving your employer in a tough position as you have one foot out of the door. Job Hugging is when “safety” of the known is better than the risk of a new role not working out, or the new company deciding they need to make changes. It’s essentially the opposite of job hopping.

Historically, when a company made organizational changes, they relied on the “last in, first out” methodology. As a seasoned recruiter, I can tell you that although that can still happen, companies are much more focused on keeping the best talent available at the best price point AKA compensation package, as very few are remaining loyal to employees who have been at the company for a long time. However, there is still a large portion of the beverage industry who are job huggers. They feel that remaining with their current employer is strategically their best bet. At least for now.

Job Hugger employees may seem like a benefit initially. However, it can quickly turn a long term employee into a resentful one. They may be worried that if they ask for a promotion, spend a little bit more of their T&E, it could be the last thing they do before they get their walking papers. Top performers aren’t typically the ones that like to stay stagnant, so in turn they feel stuck. There is also the risk of the employee burning out from trying to appear indispensable or as the ideal colleague.

If you are looking to prevent your organization from being a group of job huggers, consider:

Shifting the conversation from their job performance to their career aspirations. Find out what drives them and see if you can help them get closer to their goal. Being proactive with these conversations is important, as you don’t want them to get to the point where they are bored. (Pro-tip: that is when they are easiest to headhunt/recruit out)

Rotational Programs; implement short term assignments or rotations that allow employees to explore other roles and departments. The key to this, though, is to ensure that those who are chosen are excited by the opportunity, not overwhelmed. Providing enough support for their existing role, to allow them to enjoy this new experience. Some (the job huggers) may push back, fearing that leaving their current role in any capacity will put them at risk of being the next person laid off.

Mentorships; many are hungry to be mentored, as well as to be a mentor to others. Find those in your organization who are seeking these opportunities and have individual conversations to see if it makes sense to partner them up. Both learning and teaching can be invigorating.

Being transparent about the current businesses challenges is always more appreciated than being left in the dark. Clearly you cannot share every detail with your employees, but how you treat them during the process makes a huge difference.

Ensure you are having conversations that support your people. Make them feel heard, valued and appreciated, and encourage their growth, and you won’t have job huggers, you’ll have engaged employees.

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