What is ‘job hugging’?
‘Job hugging’ is when someone remains in a job for security, even if they are bored, underutilised or unhappy.
The core driver of ‘job hugging’ behaviour is fear or risk aversion – sometimes called a ‘golden cage.’
What factors are causing ‘job hugging’?
- Economic anxiety
- AI automation fears
- Tough job market
- Shrinking rewards for changing job
- ‘Better the devil you know’ thinking
Overall the gain from moving out of your comfort zone doesn’t feel worth the risk.
Surveys in 2026 and early 2027 indicate that the majority of employees are ‘job hugging’, and planning to stay put for 1-2 years.
If you are job hunting, have been made redundant or seeking promotion where you are, this is a frustrating situation and you need to be extra smart to tackle it!
The impact on employee engagement and productivity of ‘job hugging’ is hard to quantify, but it won’t be helping the much talked about need for growth!
What are the risks of job hugging for mid-career professionals?
In a nutshell, job hugging is especially risky for mid-career professionals because it can create a false sense of security while quietly damaging your long term career prospects growth, influence and future employability.
This is especially dangerous because of the impact of AI on the number of highly prized jobs with competition increasing and a higher level of qualification needed for success.
But there is a bigger impact ………….
The impact is deeper than is immediately obvious – the biggest danger of ‘job hugging’ can turn into ‘strategic caution’, a reduced appetite for change and burnout that affects decision quality and leadership credibility.
This is the opposite of how you need to be – agile in a fast changing and uncertain world, where change is getting faster and more unpredictable.
4 risks to mid-career professionals of job hugging
Risk 1: Career stagnation – staying put out of fear can ‘flatten’ learning, visibility and promotion prospects.
Risk 2: Reduced creativity and initiative – ‘job hugging’ = ‘coasting’ which can lower innovation and make a leader or manager less effective over time.
Risk 3: Burn-out and disengagement – remaining in a role that no longer fits you can produce low energy and a lack of fulfilment, especially for ambitious professionals.
Risk 4: Opportunity cost of missed pay and title gains – missing out on pay increases and a more senior job title plus a broader and new challenges, have a massive impact over time, especially with longer working lives e.g. your pension pot.
So what is the best thing for mid-career professionals to do and how should they do it?
What next?
• You need a future-proof career
• You need to think about the impact of AI now
• You need to energise yourself when you don’t feel energised
• You need to think through different options and make a decision
• You need to do some ‘career cushioning’
Working with an experienced career strategist and coach like myself, can really help to work through the fears and risk-aversion and keep on moving forward, step by step.
What action will you take next and when will you take it?
Get in touch for a no obligation chat.