The rise in job hugging is the latest workplace trend

For an extrovert like me, hugging is most always welcome. However, there’s a workplace trend sweeping across America that’s not as comforting as a warm embrace.

The trend has been dubbed “job hugging” and is the opposite of the better-known practice of “job hopping.” Job huggers, as they are affectionately known, are choosing to stay in their jobs only because of current marketplace conditions.

This year’s employment statistics, which indicate a slowdown in job growth and an uptick in the unemployment rate, are fueling this trend. Another contributing factor is anxiety related to AI (artificial intelligence). Many fear that their jobs could be replaced in the future and that AI will reduce the number of new job openings. Finally, more employees are choosing to remain in place because finding a new job is a slow and unpredictable process that they’re hesitant to embark upon.

From an employer’s perspective, the reasons employees are hugging their jobs aren’t necessarily the best reasons, but employers might still be lulled into a false sense of optimism as they experience reduced turnover and lowered recruiting costs. After an array of post-pandemic talent challenges, it might feel like a welcome relief to have fewer open job requisitions and increased stability, especially in key roles.

But job hugging is associated with real concerns that employers should take seriously.

It’s vital that leaders, managers, and HR professionals stay alert to signs that organizational culture is being negatively impacted. Warning signals include increased absenteeism, decreased job satisfaction, declining engagement, and employee burnout.

Keep in mind that not all job huggers are the same. On one end of the continuum are job huggers who are super motivated to demonstrate their value. They’re willing to work long hours, frequently raise their hand for additional assignments, and are focused on staying relevant by re-skilling or upskilling. It’s the other end of the spectrum that’s populated by job huggers who are checked out, suffering from presenteeism, and hanging tight until the job market improves.

So don’t assume all employees are alike or treat all job huggers the same way. Ensuring that managers regularly monitor performance and connect with employees consistently to provide meaningful and constructive feedback is more important than ever. Warning signs are sometimes subtle, but managers are more likely to spot them if they know their employees well through frequent one-on-one communication.

At the organizational level, employers have an array of options to mitigate the negative effects of job hugging. Giving competitive pay increases and promotional opportunities to deserving employees is a good place to start. Conducting employee engagement surveys and following up with focus groups or stay interviews also can be effective techniques for gaining insight. Listening to employees has a myriad benefits, but utilizing the information gathered to make decisions and implement changes to policies, processes, and benefits has an even higher return on investment.

Operating from a place of fear is rarely healthy for individuals or organizations. Openly communicating about the economic climate, the job market, and the impact of AI on your business can relieve some of the anxiety your employees might feel. Find appropriate ways to hug your loyal employees back by showing them you understand their concerns and are committed to making their employment experience at your organization as rewarding as possible.

• Mary Lynn Fayoumi is president and CEO of HR Source in Downers Grove.