Job Hugging: When Employees Stagnate – and How HR Creates Development

Job hugging (holding on tightly to your job) is a phenomenon that has been discussed, especially in the American labour market. The concept refers to situations in which employees remain in their current positions — even as motivation or development declines — because uncertainty about the economy, the labour market, or global conditions makes it feel safer to stay where they are.

You might think that this trend has not yet reached your workplace. However, analyses suggest that job hugging may become a growing trend in 2026. That is why it may be a good idea for HR to start paying attention to the signs already now — and actively work with employee development before stagnation becomes part of everyday work life.

HR departments already have a number of tools available, so there is no need to reinvent the wheel in order to address the issue. It is more about choosing the right tools — and using them at the right time.

Job hugging rarely occurs without an underlying reason. There are several possible causes, so here are two examples.

One scenario may involve an employee who generally thrives in their role but no longer feels professionally challenged. Their tasks have become routine, and there may be no clear path forward within the organization. Over time, motivation may decline without the employee necessarily taking the step toward something new.

According to the Gallup State of the Global Workplace Report, many employees experience lower engagement at work, which is often linked to a lack of development opportunities.

Another scenario may involve an employee who is actually ready for new challenges but chooses to remain in their current job because of global uncertainty.

Economic conditions, labour market changes, or an unpredictable global situation can make it more attractive to stay in a familiar position rather than take a career leap. Trends in the labour market also show that more employees today choose stability over frequent job changes — a phenomenon often referred to as “The Big Stay.”

There can be many reasons. So how can HR identify a job hugger?

You might also like: Employer branding in 2026: Ready, set… hire!

Signs may vary from employee to employee — as people are different, which is a good thing! It can make it a bit more difficult to identify signs of job hugging, but there are still some patterns to be aware of.

Lack of development in the role
A clear sign may be employees who have had the same tasks for a long time without new responsibilities or skills development. This does not necessarily mean the employee is unhappy, but if development stagnates for a prolonged period, it can be a sign that motivation is declining or that the employee does not see a natural path forward within the organization.

Less engagement in new initiatives
Another sign may be that the employee participates less in new projects, learning opportunities, or internal initiatives. When interest in development declines, it may indicate that the employee has found a comfort zone in their current role. Lower engagement is often connected to a feeling of lacking development or purpose in the work.

Changes in behaviour
Another indicator may be changes in the employee’s behaviour or mood in daily work life. If an employee feels stuck in their role for a long time, it may lead to frustration or stress, which can also affect team dynamics. It may manifest as lower energy in collaboration or a more negative atmosphere in everyday work.

For employees, it can be difficult to talk openly about job hugging. Is it wrong to stay in a job because it feels safe? Or is there a risk of being perceived differently if you say out loud that your motivation is not the same as before?

In some cases, the employee may not even realize that they have ended up in a situation where their development has stagnated.

The immediate manager, coordinator, or another trusted person in the organization can, therefore, be a natural place to start the conversation. Managers usually have the best insight into the employee’s daily work and may therefore also be the first to notice changes in engagement, wellbeing, or development.

However, this requires that leadership be aware of the job hugging trend and consider how to address it.

This is where HR can act as an important sparring partner. The HR department can support both managers and employees by creating structure around development conversations, career dialogues, and wellbeing follow-ups.

In this way, job hugging can become a starting point for dialogue and development — rather than a situation where the employee gradually loses motivation.

1. Investigate and plan ahead
Consider already now how the organization will handle job hugging if the trend occurs. A clear approach makes it easier for both managers and employees to start the dialogue. Should surveys be conducted, or is communication enough?

2. Create awareness of the concept
Talk openly about job hugging within the organization. This does not necessarily mean the problem exists in your company — but it can help employees recognize the signs and understand how to act on them.

3. Create clear communication channels
Ensure that employees know who they can turn to if they experience stagnation or a lack of motivation in their role. This could be their manager, HR, or another trusted person.

4. Be flexible in your approach
A plan is important — but every situation is different. Be open and ready to adapt the dialogue and the solution to the individual employee’s situation.

Read also: Toplist 2025: How do you find a top HR system?

A system is not the solution to job hugging, but it can help identify it.

If we take the four tips from the previous section as a starting point, most of them can be supported by a communication management system.

For example, the HR department can use HR-ON Staff to create an Engagement focused on job hugging. The engagement can be designed in line with the company’s style while HR creates questions and adds videos or documents that explain the trend and what employees can do if they recognize it in themselves.

This gives you data — but it does not stop there. Numbers cannot explain things as well as a dialogue with an employee, and the best combination is often a mix of the two.

When data from engagement surveys is combined with employee dialogue and development conversations, it becomes easier to understand where adjustments may be needed within the organization.

This is just one of many possibilities — the first step is to investigate whether job hugging exists in the company before HR can begin working with development.

HR’s helping hand can be HR-ON Staff. You can learn more by booking a demo or by using the price calculator to calculate your price.

And with that, the series has come to an end.