Understanding Job Hugging: The Hidden Risks and How to Move Forward

So, what is job hugging?

It’s basically when someone stays in their role not because they love it, but because they’re worried about the market outside. They’re 'hugging' the job for security, even if they’ve stopped growing.

While 2024 was defined by 'quiet quitting', 2026 has introduced a different challenge: job hugging. This occurs when employees cling to their current roles, not because they are engaged or motivated, but because they are risk-averse. Due to the current economic climate and shifts in the UK labour market, many individuals are choosing the security of a known role over the uncertainty of a new one.

On the surface, low staff turnover looks like a victory for small businesses. However, if your team is staying purely out of fear rather than fulfillment, it can lead to a stagnant culture, reduced innovation, and a dip in productivity.

The Hidden Risks of Job Hugging

Why is job hugging a problem? It’s a bit of a silent productivity killer. For the person, it means their skills start to get rusty. For the business, it means you’ve got a team that is just going through the motions rather than bringing new ideas to the table.

One of the significant concerns we see with job hugging is the risk of organisational stagnation. When members of the team remain in the same position for an extended period without seeking growth, they often miss out on the skills enhancement and fresh perspectives that drive a small business forward. This can lead to a complacent mindset across the company, making it difficult for us to adapt to industry changes or implement new technologies.

Furthermore, there is a distinct risk of burnout. When employees stay in one role for too long without new challenges, they may become disengaged or bored. This lack of enthusiasm often results in decreased job satisfaction and a decline in motivation, which eventually impacts the overall performance and morale of the team.

How to spot a 'job hugger'

It can be tricky to spot this trend just by looking at your staff turnover rates; after all, the person is still in their seat. Instead, you need to look for small shifts in how they approach their day-to-day work:

1. The 'quiet life' approach One of the first signs is when an employee who used to be proactive suddenly stops volunteering. They are doing their job, but they are staying under the radar. They aren't looking for extra responsibility or trying to improve things; they are simply doing exactly what is needed to stay safe.

2. Pushing back on small changes Job hugging is usually a reaction to feeling insecure about the outside world. This often shows up as an unusual amount of resistance to new ideas or different ways of working. If an employee seems worried about a minor process change, it might be because they are clinging to what they know for dear life.

3. No talk about the future In a normal setup, people generally want to know what is next for them. If an employee stops asking about training, new projects, or where the business is going, it is a red flag. If they seem perfectly happy to stay exactly where they are for the next five years without any growth, they might be hugging their role for security rather than job satisfaction.

4. Gatekeeping their work Sometimes, people try to make themselves 'unfireable' by making sure they are the only ones who know how to do a specific task. If you notice someone becoming a bit secretive about their processes or reluctant to train others, it is often a sign they are worried about their position.

5. Just going through the motions You might notice their performance has just... flattened. It isn't necessarily a disciplinary issue, but the spark has gone. They are hitting their targets but without any real interest or energy. It feels like they are just waiting for the clock to run down each day.

Three ways to re-energise your team

To prevent your business from becoming a collection of 'passengers', you can take proactive steps to transform fear-based retention into genuine engagement.

1. Conduct 'Stay Conversations' Rather than waiting for an exit interview, schedule 20-minute informal check-ins. Ask specific questions: "What is one thing that would make your work more meaningful over the next six months?" and "Which parts of your role do you feel you have outgrown?"

2. Introduce 'Micromobility' If you don't have the budget or the space for a promotion, create movement within existing roles. Allow employees to take on short-term projects in different areas of the business. This provides the 'newness' of a different job without the risk of leaving the company.

3. Focus on Psychological Safety Job hugging is rooted in insecurity. Be transparent about the health of the business and the stability of their roles. When employees feel safe, they are more likely to stop 'hugging' their position and start contributing more creatively.

Are you a Secret Job Hugger? 

The tell-take signs you might be doing it...

With everything going on in the job market, it is completely understandable to want a bit of stability. However, we are increasingly seeing people stay in roles not because they enjoy them, but because they are worried about what is outside.

It might feel like the safe choice, but it can actually be quite risky for your career in the long run. Here are a few signs that you might be hugging your job for the wrong reasons:

1. You have gone into 'stealth mode' If you find yourself staying under the radar and avoiding any extra responsibility, you might be trying to make yourself invisible to avoid risk.

2. You are avoiding new ways of working Do you feel a sense of dread when a new system or process is introduced? If you are clinging to the 'old way' of doing things, it is often a sign that you are prioritising what is familiar over what is efficient.

3. You have stopped asking 'what’s next?' We find that when someone is job hugging, they stop talking about their future. If you’ve stopped asking about training, new projects, or where the business is going, you’ve likely shifted into a survival mindset.

4. You are over-protecting your patch Sometimes, job hugging manifests as gatekeeping. If you find yourself reluctant to share knowledge or train others because you want to remain 'indispensable', it is usually a sign of underlying insecurity.

How can you fix a job hugging habit?

The best way out is to start looking for new challenges. This doesn’t always mean quitting; it could just be taking on a fresh project, learning a new skill, or having an honest chat about what’s next.

If you feel you might be coasting, here is how we suggest you take back control:

Be honest about your direction We always recommend taking a step back to look at your original career goals. Ask yourself if your current role still aligns with those targets, or if you are simply staying because it is familiar. If you are no longer being challenged or inspired, you are likely hugging your position rather than growing within it. Setting even small, specific milestones for the next six months can help shift your mindset from 'surviving' to 'progressing'.

Start talking to people again Networking is often the first thing to go when we get too comfortable. We suggest engaging with others in your industry, whether that is through online groups, webinars, or just a quick coffee. Hearing about how other businesses are operating gives you a fresh perspective and helps you stay aware of the skills that are currently in demand. It is much easier to stay competitive when you know what the rest of the market looks like.

Look for growth where you are You do not always have to leave a company to stop job hugging. We often advise people to seek out new responsibilities or projects within their current workplace to re-energise their work mojo. Asking for a different type of work or pursuing a new certification can broaden your skill set and make you feel much more invested in your day-to-day tasks. It also signals to your employer that you are still an asset worth investing in.

Embrace a bit of change Stability is important, but professional isolation is a real risk. When you stop learning, you become less adaptable, which actually makes you less secure if the business ever needs to restructure. By being proactive and looking for ways to push yourself, you can avoid the stagnation that comes with staying in your comfort zone for too long.

How Saltwater HR can help 

If you've read the above and realised that you have a job hugger in your midst we can help.

We work with clients to design engagement strategies that keep small teams motivated even when the external market is quiet. If you are concerned about stagnation in your workforce, we can help you facilitate these conversations and review your internal growth pathways.