Everyone’s Hugging Their Jobs. Should HR Be Worried?
Remember the Great Resignation? Millions of people were jumping ship, chasing better pay, hours, or just better vibes.
Fast-forward to now, and that tide’s gone out. Workers aren’t quitting: they’re clinging.
Turnover rates currently hover around 2 %, one of the lowest sustained levels since 2016 (outside pandemic distortions).
Korn Ferry dubbed it “job hugging,” and it’s exactly what it sounds like: holding tight to your current job because the market feels shaky and change feels risky. For HR, it’s tempting to relax. After all, fewer exits mean fewer headaches.
But this quiet stability might be more of a warning sign than a win.
When “No Turnover” Turns Into Trouble
At first glance, low churn looks like a win. But scratch the surface and you’ll find a few things worth worrying about.
- Frozen Ladders: If everyone’s hanging on, nobody moves up. Entry-level talent stalls, managers burn out, and growth slows.
- Disengaged Stayers: Not everyone who stays is happy. Some just can’t justify leaving right now. That “trapped” feeling is contagious.
- Talent Scarcity: Recruiters are fishing in a smaller pond. It’s harder to lure top talent away from jobs they already feel lucky to have.
- False Sense of Security: HR dashboards showing high retention can hide real issues, burnout, quiet quitting (or quiet cracking), or lack of innovation.
How HR Can Flip It Into a Win
- Create Movement Inside: If no one’s leaving, open up internal pathways. Let people shift roles, learn new skills, and see a future without needing to exit first.
- Train Managers to Listen for “Safe Burnout”: That’s when someone’s not unhappy enough to quit, but too drained to care. Encourage managers to ask not just “How are you doing?” but “What would make you feel more challenged or energized?”
- Keep the Energy High: Offer short projects, stretch assignments, or internal internships. A small challenge can shake loose the fear that’s freezing people in place.
- Rework Your Hiring Story: When you’re recruiting job huggers, safety is the pitch. Show how your organization offers both security and growth.
- Celebrate Intentional Staying: People want to feel they’re choosing stability, not stuck in it. Use recognition programs and development plans that make staying an active choice.
When Turnover Slows, Smart Screening Still Matters
When people stop changing jobs, their growth can stall too. That’s where skill assessments come in handy: not just for hiring, but for keeping your current team sharp.
Pre-hire tests still matter, of course. They help you bring in the right people when openings do appear.
But the same kind of assessments can also guide training for employees who’ve chosen to stay. A Microsoft Office skills test, for instance, can show who might need a refresher, or who’s ready to take on a new challenge.
When workers see the company investing in sharpening its employees’ abilities, it signals trust and commitment: two things that keep engagement strong when the job market feels uncertain.
Don’t Mistake Stillness for Success
Right now, the quiet might feel nice after years of chaos. But too much calm can dull a company’s edge. HR’s real job is to keep momentum alive when movement slows.
Because one day the market will swing again, and the same people hugging their jobs today might be sprinting toward the exits tomorrow.
So don’t just count who’s staying. Ask why. The answer will tell you if your team’s stable… or just scared.