Have you ever noticed an employee who seems perfectly content in their role, so content, in fact, that they show no interest in progressing, developing new skills, taking on fresh challenges or even leaving for another company? That’s “job hugging” in action.
While having loyal, dependable team members is usually a good thing, job hugging can quietly hold back both individual and organisational growth. In this blog, we’ll explore what job hugging really means, how it can affect your company culture, and what you can do as an employer to manage it constructively.
What is job hugging?
“Job hugging” describes employees who stay in the same role for a long period, resisting change, progression, or new responsibilities. They might be highly competent and dependable, but they’ve effectively stopped moving forward.
It’s not about underperformance. In fact, job huggers are often valued team members who do their work well and rarely cause problems. However, they tend to “hug” their role tightly, preferring comfort and familiarity over growth, development and something new.
For example, think of an accounts assistant who has been in the same position for 12 years. They know the systems inside out and always meet deadlines, but they have no interest in learning new software or mentoring others. While stability can be valuable, this resistance to growth can create stagnation both for the individual and the business.
As the CIPD notes in their guidance on employee development, “Continuous learning and adaptability are essential to keep pace with organisational and technological change.”
When that learning stops, so too can innovation and engagement.
Why does job hugging happen?
There are a few common reasons why employees become job huggers:
- Comfort and familiarity: People naturally gravitate towards what they know. If a role feels secure and predictable, change can seem unnecessary or even threatening.
- Lack of confidence: Some employees may doubt their ability to progress, especially if they’ve been in the same role for many years.
- Poor communication: If an organisation doesn’t clearly outline career paths or opportunities for development, employees may assume there’s no point trying to move up.
- Leadership blind spots: Managers often avoid challenging job huggers because they’re reliable and low maintenance. However, avoiding those conversations can lead to long term issues with motivation and innovation.
- Wider uncertainty: With companies facing economic struggles and the cost of living crisis showing no sign of ending some employees are erring on the side of caution and staying in their current role rather than taking a chance and moving elsewhere. A report by Employment Hero suggests that 55% of employees they surveyed are prioritising security over ambition by remaining where they are.
The impact of job hugging on your company culture
While job hugging may not appear harmful on the surface, it can gradually shape company culture in unhelpful ways.
- Reduced innovation
When employees resist new processes or ideas, it can stifle innovation. Others may feel discouraged from suggesting improvements if they sense a culture of, “this is how we’ve always done it.” That then can create a divided workforce and even tension and disputes which affect company culture.
- Bottlenecks in progression
If senior or experienced staff hold onto their roles indefinitely, younger or ambitious employees might see fewer opportunities for career development. This can lead to frustration and, eventually, higher turnover among your rising talent.
- Lower morale and engagement
A static team can influence wider morale. If enthusiasm and curiosity are replaced with routine and predictability, overall energy levels dip. When that growth stops, productivity drops, employee motivation is lower and engagement becomes an issue. All of these then impact negatively on the overall culture and feel of an organisation.
- Resistance to change
In periods of organisational change, for example restructuring, adopting new technology, or moving to hybrid working, job huggers may struggle to adapt. This resistance can slow implementation and frustrate more adaptable colleagues.
How employers can address job hugging
Dealing with job hugging doesn’t mean pushing valued employees out. Instead, it’s about creating an environment that encourages growth, adaptability, and continuous learning without alienating those who prefer stability.
- Have open conversations
Start with honest discussions about career aspirations, skills, and motivation. Ask gentle questions such as:
- “What do you most enjoy about your role?”
- “Are there areas you’d like to explore further?”
- “How do you see your role evolving in the next few years?”
Understanding the ‘why’ behind job hugging helps you respond appropriately. It might be that there is a confidence issue, lack of opportunity, lack of understanding of progression routes or simple contentment.
- Offer tailored development opportunities
Not everyone wants promotion, and that’s fine. Development doesn’t have to mean climbing the career ladder. Development can also involve:
- Mentoring newer staff
- Learning a new system or process
- Participating in cross-department projects
- Taking on a short term secondment
Encouraging these activities keeps skills fresh and confidence high.
- Create a culture of learning
Embed learning into your company culture. Recognise and reward curiosity, innovation, and knowledge sharing. Small initiatives like “lunch and learn” sessions, peer training, or skill swap events can make a big difference.
The Learning and Work Institute highlights that, “workplace learning drives productivity, morale, and retention”. These are all vital ingredients of a healthy culture.
- Provide clear progression pathways
Make sure employees understand the options available to them. This might include publishing career maps, setting transparent criteria for promotion, or offering development discussions as part of annual appraisals.
- 5. Balance stability with renewal
Some stability is healthy. Every business needs steady hands who know the ropes. The key is to balance that reliability with renewal making sure that long serving employees continue to contribute to a culture of progress, rather than protect the status quo.
Turning job hugging into job pride
It’s important not to mistake job hugging for laziness or disinterest. In many cases, job huggers are loyal employees who simply need support to rediscover motivation or confidence. By reframing the conversation around growth so that it isn’t about change for change’s sake, you can help them move from “job hugging” to “job pride.”
Encouraging personal growth, recognising achievements, and offering flexibility in how people develop can all help your company maintain a culture of curiosity, adaptability, and shared success.
As the workplace continues to evolve, organisations that embrace learning at every level will be best placed to thrive. After all, a great company culture isn’t built on how long someone stays in their job it’s built on how everyone continues to grow together.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog Mission, Vision and Values. What are they and why do companies use them?
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
