Just Because They Haven’t Quit Doesn’t Mean They’re a Fit
There’s a new workplace trend making headlines just in time for fall called Job Hugging and as warm and cozy as it sounds, it’s not very sweet because it doesn’t taste like pumpkin spice — and it’s not about people loving their jobs.
Job Hugging, or perhaps more accurately Job Holding (as in holding on for dear life) is about how a growing number of employees are staying in roles they don’t love and don’t want to be in anymore — but also don’t want to lose — because the market’s made it too hard to leave.
Job Hugging Doesn’t Look Like a Problem
As you can imagine, the biggest problem with this trend is that it doesn’t seem like it would be a problem, so Job Hugging isn’t easy to spot. What makes it so tricky is that it’s not as disruptive as Job Hopping because on the surface, it doesn’t look like there’s anything wrong. Despite having mentally checked out, these employees still show up to work every day to do their job. Many employers don’t even realize that people not quitting could be a sign that something deeper is wrong.
Employees Aren’t the Only Ones Holding On
Employers are part of the Job Hugging problem because they’re allowing it to happen by not letting people go that they know need a career change. It’s uncomfortable to fire someone for no longer contributing in a meaningful way, especially if they’re doing just enough to get by or haven’t exactly done anything wrong. So, instead of having what’s likely to be a tough conversation, employers find a way to justify keeping them on, mistaking job stagnation for stability and end up holding on for too long.
When Talent Flows, the Economy Grows
The market isn’t exactly helping with job hugging either because it’s also stuck in a position that it shouldn’t be in. For the last several months things have been unusually quiet on the employment front. Hiring, firing and quitting rates have all been simultaneously low — and that stillness is contributing to the problem.
In a normal labor market, talent flows and people move. They get fired, they get promoted, they change jobs, teams evolve and energy constantly gets realigned and refreshed. That circulation is what keeps companies healthy. It creates space for talent to grow and pressure to move if something’s not aligned. People who no longer want to be in their jobs, or have better opportunities available would have already left, but when they are Job Hugging, they’re not.
Job Huggers and Job Hoppers Are the Same People
That’s why it’s important for employers to realize that Job Huggers and Job Hoppers are the same people in different market cycles. The behavior is different, but the energy is the same and neither one is good for your business. As soon as the market starts to open, the Job Huggers will leave and then you’ll be left to compete for the best talent creating a different problem.
Start Creating Movement Internally
Right now, a lot of people feel stuck and that stuck energy is sitting inside your team. Maybe they’re feeling underutilized or they’ve outgrown the role; maybe the work isn’t meaningful anymore or they’re just burnt out. Maybe, they simply don’t have the energy to start over. Whatever the reason is, under normal circumstances these employees would have already quit but with a frozen market they are doing just enough to hold on to the job that they have until things shift and it feels safe to move. And when that happens, there’s a chance you’ll start to lose people quickly because they’re already halfway out the door. If you don’t start creating movement internally now, the market will do it for you.
“As a leader, it’s your job to create space for your team to grow, by moving Job Huggers on to their next role” ~Innesa Burrola
The Solution Isn’t Complicated – It’s Just Uncomfortable
Job Huggers are creating the illusion of a loyal, happy and stable workforce. Since the market is still quiet, now is the perfect time to take a closer look at your team and start proactively shifting people out who are no longer a fit, aren’t contributing or have quietly disengaged.
All you need to do is start moving your team around by replacing Job Huggers on purpose. It’s that simple. Otherwise, only one of two things are going to happen:
- The economy dips, so you end up letting people go in a worse job market situation.
- The market heats back up and you start bleeding talent because the Job Huggers start leaving. To replace them, you will end up replacing these employees on their timing — not yours, AND, you’ll be competing for talent with every other company.
Either way, these employees are not meant to stay. So, the question, do you face the discomfort of letting them go now on your terms? Or let them go later on theirs?
Make your moves now. Give yourself time to find the right replacements, realign the team, and bring fresh energy in before the market starts moving quickly again.
Here’s How to Get Started:
The best way to get clarity about who might be Job Hugging is to go through each person on your team and ask yourself the following question:
“If this role opened up today, would you hire them for it again?”
It’s a simple question, but it’s powerful – not because it gives you an easy answer, but because it brings the right things to the surface.
You’re not asking yourself how much you like them if they are trying their best or how long they’ve been kind of doing their job. You’re asking yourself if they are still the right fit for the direction your company is going. Are they in? Or are they out?
If the answer is yes, you keep them.
If the answer is no, start quietly searching for a replacement.
Letting go of the wrong people creates space for the right ones. And right now, space is exactly what your business and this market needs.
If you’re ready to start letting go of your Job Huggers, we can help.
Schedule a Strategy Call with us today and we’ll get you to start moving.