Amy Lindgren
What do employees everywhere want for the holidays? Not to be let go, would be my first guess. And apparently, not to leave of their own volition either, according to a variety of surveys and statistics.
There’s been a slowdown or pause — or perhaps even a halt — to the post-COVID practice of workers hopping from one job to the next to create a succession of wage boosts. Now, it seems, workers are leaning in to their current jobs, preferring their chances with the known employer.
This practice of sticking to one’s job even when others might be available has earned its own name: Job hugging. As in, this is my job and you can’t have it. Which, by the way, contains unintended consequences. With more people sitting tight, there are fewer naturally-occurring job openings (to borrow a phrase) for others hoping to enter the field.
For my part, I’m happy to see a fade-out on the era of drive-by employment. While I agree that changing employers can be one of the best ways to improve your salary, I haven’t been a fan of doing so repeatedly.
I’d seem altruistic if my reasons involved employer loyalty or some other moral ground. But in truth, I don’t believe workers gain as much as they think when they change jobs for money alone. Even if you can successfully ease the next employer’s concerns about “job hopping,” leaving jobs too soon can have other repercussions.
Chief among my concerns (and this goes double for newer workers) is the missed opportunity to master one’s role. While it’s true that people sometimes stagnate when employers won’t promote them, it’s also true that staying in place creates a depth of experience that can’t be achieved by simply switching jobs.
And why does depth of experience matter? Well, it probably doesn’t if you’re not planning to build a career around whatever work you’re doing. In that case, maintaining historical knowledge around best practices and mastering them would be unnecessary effort.
But if your current job is part of a larger career pursuit, then depth matters. You already know that’s true if you’ve ever been supervised by an habitual job-switcher. When your new department head has less knowledge of the work than you do, your best hope is that they’re good at the supervising part.
But what about you? Are you hugging your job tight right now? If so, ask yourself whether it’s simply a survival tactic until you can jump ship safely, or if you plan to continue building a career in the field. If it’s the former, just keep hanging on until the economy shifts. But if it’s the latter, you’ll want to use this time to prepare for opportunities that eventually start flowing again.
Here are just a few ways to make lemonade — and lemon bars, and lemon meringue pie, and every other lemon treat — out of the apparent lemons you might be holding.
• Talk with your boss. You might think your plan to stay doesn’t need to be articulated, but bosses aren’t mind readers. They like to know who wants to keep their role and what they want to learn or improve during their tenure. This knowledge might also influence their choices if staff cuts are needed.
• Plan a potential exit date. But not to share with your boss! This is just a guesstimate to let you identify realistic goals for this chapter of job hugging. For example, if you imagine staying three or five years, using company funding (if it exists) for a new degree might make sense. But if you’re only planning for two years, then a selection of cross-training experiences might be more realistic.
• Set career path goals. What job do you want after this one? What skills will it require? Knowing where you’re heading, whether that’s with this employer or someone else, lets you identify gaps to work on while you’re in hugging mode.
• Choose something “extra” to work on. Whether that’s a special project, contributions to the company newsletter, certificate training or an entire degree — anything that aligns with your career goals will use your time well. Be sure to track your extra work so it can be leveraged in future job interviews or conversations about promotion.
The career value of these extra steps is probably apparent, but they can also provide valuable contributions for mental health and attitude. Taking control of your career path even when you’re temporarily stalled keeps you in the driver’s seat.
Related Articles
Working Strategies: Celebrate the wins in your job search
Working Strategies: Balancing a job search with elder care
Working Strategies: The things you need for networking post-60
Working Strategies: Job search outreach: Don’t call it ‘networking’
Working Strategies: Job search best practices require discipline
Amy Lindgren owns a career consulting firm in St. Paul. She can be reached at alindgren@prototypecareerservice.com.



