Job Hugging: The Hidden Retention Risk HR Can’t Ignore

jrezvani
Nov 5
2 min read

If “job hopping” defined the last few years, 2025 may be the year of job hugging: staying put in the same seat long past the point of growth.

At first glance, it might sound like a good problem to have. After all, who doesn’t want loyal employees? But as Canada’s labour market cools, job hugging is quietly eroding performance, innovation and engagement across organizations.

What is Job Hugging?

Job hugging is the opposite of job hopping. It’s when employees stay in the same role because change feels too risky, even when they’ve outgrown it. It’s the “I’ll wait it out here” mindset instead of “I’ll grow somewhere new.”

With unemployment steady at 7.1% as of September 2025 (Statistics Canada), workers are understandably choosing stability over stretch. Analysts at Korn Ferry note this growing caution as employees prioritize safety and predictability in uncertain times.

Why HR Should Care

Loyalty without growth might look stable on paper, but it quietly costs the business.

Here’s how it shows up:

Output decay: Skills atrophy, shortcuts creep in and standards quietly slip.
Missed bets: Stale seats slow the adoption of new tools, processes and customer strategies.
Hidden turnover: Engagement drops before resignations ever hit your inbox.

Of course, frequent job hopping brings its own costs: rework, longer onboarding and inconsistent customer experiences. The goal isn’t endless movement. It’s the optimal stay: tenures long enough to deliver compound value, not so long that learning stalls.

How to Spot Job Hugging Early

You’ll usually see it before you hear it. Watch for:

Vague career conversations. Gratitude replaces growth talk.
Comfort over challenge. The same projects, the same partners, the same playbook.
Static skill sets. No new systems, credentials or certifications in the last year.
Manager dependency. Heavy reliance on one leader to define priorities or shield from change.
Time-in-role with no scope growth. Two years, same seat, same deliverables.

The Playbook: Keep the Person, Move the Work

Make growth non-negotiable: Every role should evolve yearly with new outcomes, new skills or new scope.
Host 25-minute stay conversations: Ask what they want to learn next and what’s holding them back.
Build micro-moves, not just promotions: Give employees 60 - 90-day sprints to lead, test or mentor.
Unblock internal mobility: Publish open roles and reward leaders who enable internal movement.
Pay for outcomes, not tenure: Tie recognition to specific results rather than years served.
Upskill with intent: Fund training that connects directly to business goals with clear application plans.
Redesign stale roles: If a position has gone static, split it, automate part of it or phase out work that no longer adds value.

Final Thoughts

Job hugging might feel like a relief in a cautious labour market with fewer resignations = less recruitment. But it’s a false sense of stability. The real risk isn’t losing talent; it’s talent that stays but stops growing.

Smart HR leaders focus on movement within, not movement out. The best retention strategy isn’t staying still; it’s staying challenged.

Ready to diagnose job hugging in your workplace? Our team helps organizations design growth-driven people strategies that keep employees engaged, evolving and adding value. Contact us to get started.