The HR industry is no stranger to buzzwords and it's been about two months since I first came across "job hugging." Like the others that have come into HR's orbit—quiet quitting, quiet cracking—would it stick around? Well it seems that it has, most likely because it's rooted in a trend that has yet to go away. Employees are still job hugging: staying in their jobs out of a fear of economic uncertainty, disruption caused by AI, and a lack of opportunities elsewhere. The jobs report is proving this right with voluntarily quit rates down and a slow, stagnant employment market. What is HR to do?
One solution is employee recognition. Recent research shows that the 80% of organizations report higher productivity through recognition and nearly 82% of employees report improved engagement because of it. In my recent podcast, Understanding Job Hugging: Navigating Uncertainty with Recognition, I sat down with Paul Gordon, SVP of sales for Rymax, to discuss potential strategies and outcomes.
"More than ever, I think companies need to hear the employees, need to react to the employees, and need to create an environment where people want to come to work, even if it's three days in the office," he said.
Gordon recommends taking the pulse of the employees on a regular basis to help breed a better work environment. Flexible schedules are also a key part of the equation in keeping workers engaged. Today's employees also want to feel that their work is worthwhile.
"I think that when they have clear goals, they perform better. And if they understand where the organization wants to go, then that really becomes a big part of it," he said. "[Employees will] want to be there and be part of something, and if they contribute directly, they're recognized for it."
For our cover story, Associate and Online Editor Maggie Mancini gains the advice of five senior HR leaders on how they are making the most of job hugging by empowering their workforce through a variety of strategies.
"The job hugging trend is a signal to organizations that they must double down on worker development and connecting with their people," says Doreen Coles, senior director of career growth and development at ADP. "To avoid complacency, HR leaders should focus on enabling meaningful career growth conversations, adopting a strength-based culture, and connecting employees' personal purpose to the organizational priorities to help reignite motivation and engagement at work."
In addition to skills development, HR can focus on employee engagement initiatives, ensuring that the workers maintain a positive connection to the organization. Flexibility, feedback loops, and trust are key to boosting productivity and loyalty that’s not based on fear. See what else is working—and how to prepare for when the tides turn—in Job Hugging: Searching for Stability.
Until next time,
Debbie
SVP/Editorial Director