Confession: I hate the term “job hugging.” The term and its definition don’t match. Hugging implies something cozy and comforting. Job hugging is someone staying in their role longer than they want to out of a need for financial security. Not exactly a cozy or comforting image. And definitely not comforting or cozy for your business.
That being said, it’s kind of unavoidable in this climate. There are fewer jobs out there, which means more applicants for each job. Plus, it’s easier for someone to find a job when they’re already employed.
But in an ideal world, you want people to stay because they enjoy working for you, not because they need the paycheck and health insurance.
So how can you reengage employees who might be job hugging? Or better yet, prevent them from doing it in the first place?
Why “job hugging” isn’t the good thing it sounds like
Sure, you save money on hiring costs when employees stick around. But if someone is only staying because they’re worried about financial security, do you really think they’re going to be engaged?
Or are they more likely to do the bare minimum to stay under the radar and not get caught—or let go?
They’re going to do whatever makes them feel secure, which means no experimentation, no innovation, and no real feeling of psychological safety at work. They’ll be too afraid of losing their jobs and coming out with no healthcare, no retirement account, and no prospects.
Despite this, only 7% view job hugging as negative. 49% of people view it positively and 44% view it neutrally. I mean, there’s nothing wrong with it. But is it ideal for your business? Those employees who stick around aren’t necessarily loyal, they might just feel backed into a corner.
The employee risks of job hugging
When employees stay put due to job hugging, they risk missing out on higher pay and career advancement. At the same time, they’re more likely to burn out.
28% of employees would leave for higher pay and better benefits, while 18% would go elsewhere for a better work/life balance. Another 14% would leave for remote work opportunities. There seem to be fewer remote opportunities around these days, too, meaning employees will stay at the companies that offer it.
How to re-engage your team and limit job hugging
So, what can you do to reengage employees who might be job hugging?
Offer flexible work
Like I said: there seem to be far fewer remote work opportunities advertised these days. This means employees who can’t afford the high cost of living in cities miss out on roles purely because they want the (sometimes) lower costs, slower pace of life, or lack of pollution that comes with living outside of a major metro.
Just because someone prefers a less urban setting, that doesn’t mean they’re not the perfect fit for a role. Knowledge isn’t exclusive to city living.
By being flexible around when employees work, and focusing on how well they work instead, you’ll get more from them and avoid job hugging. They’ll feel more trusted to do their jobs and therefore work harder because they want to repay that trust.
Provide training—and encourage them to grow
Many workers who aren’t job hugging leave for new challenges, but what if you could offer new opportunities? What if you trained your current employees to move teams, or get a promotion?
It’s a simple solution to reengage someone who has tons of internal knowledge you can’t afford to lose.
Offer the market rate, not the bare minimum
Employees shouldn’t have to change jobs to get better pay, yet that’s why most people leave.
By offering your best workers more, you’re going to reward their loyalty and keep them engaged for longer. All without risking them checking out and simply job hugging.
Support their health
From health insurance to mental health counseling, supporting employee wellness is an effective way to keep your people engaged. There are the obvious things, like healthcare, but also less obvious, like additional maternity leave or bereavement leave.
The more you can do to make an employee feel like you value their contributions, the more they’ll stick around because they want to, not because they feel like they have no choice and are job hugging.
Connect them with colleagues
We don’t talk about how important employee connection is as much as we did a few years ago. That doesn’t mean it isn’t still important, though.
If people feel isolated from their colleagues, or like their colleagues dislike or don’t appreciate them, why would they want to put any effort in at work? They’ll simply mail it in while job hugging until something better comes along.
It’s not even about remote vs in-office—it’s a case of using the right tools and techniques to support your team members.
For instance, employee groups can connect colleagues with shared interests or backgrounds across the globe. Done well, they can help employees to learn new skills, meet new people, and grow in their careers.
They’re often difficult to manage, though.
That’s where Workrowd comes in. Using Workrowd, you can manage all your employee initiatives in one place. That way, employees can easily find the right groups, programs, and events for them. They’ll be more inclined to participate, so then you’ll get more out of your employee experience investments and so will your team.
Get in touch today to book your free demo and find out more.
Conclusion
Job hugging puts businesses at risk of disengagement. In the current climate, it may be inevitable. That doesn’t mean you can’t reengage employees who feel disconnected and stay for the sake of security, though.
Providing them with the right supports, from networking to growth, ensures your employees want to work for you, rather than feeling like they have to.
If you’re ready to step up your efforts to reduce job hugging in your organization, learn how Workrowd can help you keep engagement high and employees happy.
