What Is Job Hugging? Keeping Employees Engaged When They’re Afraid to Leave
- Published
- October 24, 2025
- By
- Sara D. Schmidt
The labor market has been weakening recently. Companies may be adding fewer new jobs and/or eliminating existing jobs, resulting in fewer job openings.
The Bureau of Labor Statistics (BLS) reported that 79,000 jobs were added in July 2025, only 22,000 jobs were added in August, and revised May and June job growth is down by 258,000 jobs. All of these are signals that hiring has been weaker than initially projected. In addition, the unemployment rate held steady at 4.3%, a rate we have not seen since late 2021. This is a big shift from just a few years ago, when job openings were at historic highs, leading to the “Great Resignation.”
Between the hiring slowdown and continuing economic uncertainty, employees are now holding tightly to their jobs, even if they are not happy in their current roles. There is less confidence that they will find a new job. This has resulted in a new phenomenon known as “job hugging.”
Job huggers who stay in their roles may stagnate and become disengaged. Read on for how to combat job hugging in your organization.
6 Tactics to Motivate Employees & Fight Job Hugging
Recent findings by Gallup, Inc. found that only 32% of employees are engaged in their work. The cost of disengagement in the United States is approximately $2 trillion in lost productivity.So how do you motivate and engage an employee who may only be staying in a role for job security, especially during this time of economic uncertainty?
Consider one or more of the following:
1. Promotions
When performance warrants it and there is a business need, promote employees to new roles. The promotion will not only reward achievement but also introduce new responsibilities and challenges. This can be effective in reengaging an individual who feels trapped or underutilized in their current role.2. Professional Development Opportunities
Investing in professional development sends a message to employees that the organization values growth. Offer employees opportunities to learn new skills, cross-train across the organization, and pursue certifications or advanced degrees. This will enhance their capabilities and reveal a career path within the organization as opportunities arise.3. Mentorships & Coaching Programs
Establish mentorship or coaching programs to provide more personalized guidance and support. Participants will establish trust, leading to more meaningful connections. Typically, this type of supportive environment encourages growth as employees feel valued, leading to higher engagement.4. Special Project Assignments
Encourage employees to participate in projects outside of their typical role. These opportunities allow for exploration of other interests, collaboration with different teams, and an increase in their knowledge. Special projects can be particularly motivating for those seeking variety or a broader impact within the organization.
5. Recognition Programs
Develop a recognition program to celebrate employee contributions. This may be small spot bonuses, gift cards, written recognition, public shoutouts, or other incentive-based rewards. Positive affirmation will have a strong impact on an employee’s sense of value and willingness to go above and beyond.
6. Flexible Work Arrangements
In addition to a hybrid work environment, consider alternative flexible work options, such as compressed or shorter work weeks. Also, safeguard work/life balance. This, combined with professional development, may provide an employee with the opportunity to pursue growth opportunities.
Tactical Results: Productive Employees, Profitable Organization
Conducting an employee engagement survey can help identify areas where employees may feel less engaged and highlight opportunities for the organization to focus its efforts. Enacting one or more of these tactics based on these insights may boost employee engagement and morale, while also reinforcing an employee’s sense of purpose with an organization.
Employees who are truly satisfied with their roles tend to stay, not because they fear the job market or feel stuck, but because they find purpose and fulfillment in their work. These engaged employees are often the most productive and impactful.
Strong Workforce Culture Weathers All Economic Climates
Employees who are connected to the mission and values of an organization tend to be more engaged. Frequent and consistent communication is another powerful tool to build employee engagement.
When organizations are transparent about the state of the business, including challenges and opportunities shaped by the economic climate, they will foster a culture of trust and credibility among employees. This, paired with encouraging feedback and listening to the concerns of employees, will help cultivate a stronger sense of belonging. Employees who are connected to the mission tend to feel more comfortable, which naturally leads to stronger performance and long-term loyalty—less job hugging.
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