Nearly 48% of employees say they are staying in their jobs longer than they otherwise would for stability and security, and about 75% expect to remain in their roles for the next few years.
At the same time, voluntary quit rates have dropped to around 2%, one of the lowest levels in recent years outside of economic crises.
On the surface, this might sound like good news. After all, organizations have been trying to solve turnover for years. But this shift tells a more complicated story.
The “Great Resignation” didn’t just slow down—it reversed. What replaced it isn’t renewed loyalty or engagement – it’s “job hugging.”
WTH is Job Hugging?
At first glance, job hugging can look positive. People are staying, teams feel stable, and turnover is down.
But this isn’t the same as commitment.
Unlike quiet quitting, where employees disengage and do the bare minimum, job hugging is about staying put out of caution.
Quiet quitting is when employees:
- Do exactly what their job requires… and nothing more
- Stop volunteering for extra work, late nights, or emotional labor
- Set firmer boundaries around time and energy
- “I’m doing my job well… just not sacrificing myself for it anymore.”
It’s all about feeling burned out, disengaged, or wanting to recalibrate after years of “go above and beyond” culture.
Job hugging happens when employees choose to remain in their roles without pursuing growth, change, or new opportunities, regardless of how engaged they feel. It’s clinging to a role like it’s a raft on the choppy sea out of fear, economic uncertainty, and lack of confidence that something else is out there for them.
This is when employees:
- Stay in a job they’re unhappy in
- Avoid risks like switching roles, asking for promotions, or leaving
- Prioritize security over satisfaction
- “I don’t love this, but I’m not letting go.”
This isn’t loyalty but a calculated response to risk.
Why It’s Happening Now
Economic uncertainty is a major driver of job hugging. Concerns about layoffs, inflation, and a cooling job market are making people think twice before making a move. What once felt like a smart risk now feels unnecessary or even dangerous.
We’re also seeing this reflected in workforce data. In a SHRM survey, 74% of Gen Z job seekers said employer stability is important or very important, showing just how strongly even early-career talent is prioritizing security.
However, this trend isn’t driven by economics alone. There’s a psychological layer, too. Many employees are still carrying the impact of recent instability, which shows up as:
- Fear of being “last in, first out”
- Burnout from ongoing disruption and change
- Declining trust in leadership and organizations
- Uncertainty about how AI may impact future roles
Put simply, employees are recalibrating. Right now, stability feels safer than opportunity.
How Employers Should Respond
If job hugging is rooted in uncertainty, the solution is to understand what’s driving it and shift the experience of work. This isn’t a retention problem. It’s about trust, safety, and growth opportunities.
We suggest that you think back to COVID and consider what worked and what didn’t back then. Because we’re back into high-anxiety times right now.
Here are the two most important actions you can take in a “job hugging” environment:
1. Acknowledge what employees are experiencing
Economic anxiety is real. Ignoring it doesn’t make it go away, it erodes trust.
Think about COVID times, when we were telling employers to be clear and transparent in their communication to help employees feel grounded and informed, especially during uncertain times. We understand you can’t tell them everything, but tell them as much as you can as often as you can to help them understand you’re trying to meet them where they are.
2. Build psychological safety
Feeling safe to keep your job isn’t the same as feeling safe to be yourself and grow in it.
Employees need to know they can speak up, take risks, and stretch without fear of negative consequences. That means you should talk with managers about finding ways to be vulnerable with their employees so that they’ll be vulnerable with managers.
We don’t mean that managers should be so vulnerable they scare employees with their own fears of layoffs – but they should be building rapport and empathy with some openness. (Hopefully they’ve already been doing that, but if not, now’s a great time to start!)
One super effective way to understand what’s driving behavior is through a workforce survey. Data-driven insights and employee feedback help identify emerging trends, uncover root causes, and inform targeted action plans. When done well, this allows organizations to create strategies that truly resonate across their workforce, not just guess at what employees need.
And yes, this is exactly the kind of work we support organizations with, tailored to your specific culture and goals.
Job Hugging in a Changing Workforce
As work continues to evolve, especially with rapid technological change, job hugging is likely to grow if left unaddressed. Remote and hybrid environments can deepen this pattern if connection and culture aren’t intentionally built.
At the same time, employees are redefining what matters. Stability is important but so are purpose, growth, and belonging.
That leaves organizations with a choice: You can have a workforce that is stable but stagnant or you can build one where people stay because they’re engaged, supported, and growing.
Ready to move beyond job hugging and re-engage your workforce?
Contact us to start the conversation and download our Building a Respectful, Engaged, and High-Performing Team resource bundle for practical tools you can use right away.
