An industry specialist has shared advice for employers facing a rising talent retention issue known as ‘job hugging’. 

In today’s unpredictable job market, new data shows that 55% of workers, rising to 65% among 18–34-year-olds, now prioritise job security over career progression1, with professionals holding onto reliable roles they may have outgrown. 

Fuelled by rising living costs, economic uncertainty, and the rapid pace of AI advancements, this new phenomenon can have serious implications for businesses. Teams can stagnate, internal mobility stalls, and opportunities for innovation and fresh thinking dry up. 

According to Claudia Cohen, Director of the Academy at tech talent specialist La Fosse, addressing job hugging head-on is crucial for keeping teams dynamic and companies competitive. 

What is job hugging – and why does it matter? 

Job hugging is a modern phenomenon that occurs when employees cling to their current positions despite having the skills, ambition, or potential to move elsewhere. It’s usually driven by a desire for job security, or fear of change. 

“Job hugging isn’t just about people being cautious. It’s about comfort over career,” explains Claudia. “When someone stays in a role they’ve outgrown, it can hold back the rest of the team, block internal opportunities, and slow down innovation.” 

“Employees may experience boredom and disengagement, high-potential colleagues may be denied promotions, and the team as a whole can lose momentum. For leadership teams, this tends to show up as declining performance, unfulfilled talent pipelines, and frustration across the business.” 

Why job hugging is on the rise 

According to Claudia, several factors are leading to this trend. Rising living costs mean many employees are hesitant to risk moving roles, while AI and automation are reshaping jobs, making people uncertain about future opportunities. 

And in a job market where lateral moves or promotions may be limited, employees are choosing to ‘stay safe’ rather than pursue development that could take them out of their comfort zone. 

“Organisations need to understand that when people are clinging to jobs, it’s rarely a reflection of disengagement alone,” says Claudia. “It’s about broader insecurity – and it’s a challenge HR and recruitment teams need to tackle strategically.” 

The consequences for businesses 

Career growth isn’t just about employee satisfaction – it’s about keeping teams agile, innovative, and high-performing. When job hugging becomes widespread, the workforce risks stagnation, so key projects may be delayed, and opportunities for cross-team collaboration limited. 

Claudia adds: “If one person holds onto a position out of comfort, it creates a ripple effect. Others may feel stuck, promotions can be harder to come by, and the organisation’s ability to adapt to change is compromised.” 

What employers can do: five strategies to tackle job hugging 

To address job hugging effectively, organisations need a structured approach. Claudia recommends five key strategies to keep teams dynamic, and employees engaged: 

1. Reflect on employee goals 
Job huggers may feel stuck in a role that no longer aligns with their aspirations. So, it’s important to regularly check whether roles align with individual career goals. Open conversations help identify where someone may be ready to move or take on new responsibilities. 

“Understanding where employees want to go in their careers is the first step to keeping teams energised,” says Claudia. “Without that insight, employees can feel trapped in roles that no longer challenge them, and teams stagnate.” 

2. Upskill and reskill with purpose 
When employees feel they’ve hit a glass ceiling, motivation dips. Targeted learning equips employees with the skills to step into new roles and responsibilities confidently, keeping both the individual and the business agile. 

“Investing in purposeful upskilling isn’t just about filling practical gaps, it gives employees the confidence to take on new opportunities and keeps the talent pipeline flowing,” she explains. 

3. Reshape team dynamics 
Sometimes, stagnation is team wide. Refresh the team by introducing new talent, encouraging lateral moves, and creating clear pathways for promotions or side steps. 

“Sometimes it’s about shaking up the team in a supportive way,” Claudia suggests. “Bringing in fresh perspectives or allowing lateral moves can reignite energy and prevent stagnation.” 

4. Balance retention with renewal 
Whilst loyalty is a great employee asset, it is important to assess whether an allegiance is beneficial to the business, or if refreshing roles or team structures is needed. 

“Retention is important, but so is opportunity,” notes Claudia. “Knowing when to refresh a role or restructure a team ensures the business continues to evolve while keeping people engaged.” 

5. Foster a culture of growth and movement 
To prevent job hugging, sometimes a shift in mindset is all that’s needed. Encourage mobility, experimentation, and internal progression as part of the organisation’s culture. 

“Creating an environment where growth is celebrated and shifting roles is encouraged prevents slumps of disengagement,” says Claudia. “It shows that development is supported and encouraged, not optional.” 

Putting growth at the centre of your company’s employment strategy 

According to Claudia, tackling job hugging is not about forcing people out. It’s about creating an environment where career growth is encouraged, employees feel secure in exploring new opportunities, and teams remain high-performing and innovative. 

“Job hugging is a natural response to uncertainty, but it doesn’t have to stall performance,” Claudia explains. “With the right approach, organisations can keep teams energetic, opportunities flowing, and employees motivated – all while planning for the future.” 

What employers must do to tackle the job hugging phenomenon 

As businesses navigate economic pressures, talent shortages, and the rise of AI, understanding the hidden costs of job hugging will be increasingly important. “By creating structured growth pathways, investing in targeted development, and regularly reviewing team structures, organisations can ensure their teams remain adaptable, motivated, and future-ready,” Claudia advises. 

For more insights on talent management, internal mobility, and retaining high-potential employees, please get in touch with the experts at La Fosse.