Job Hugging, The Great Detachment, and What Managers Can Do About It

The Wall Street Journal recently spotlighted a new workplace trend: job hugging. Unlike the job-hopping days of the Great Resignation, employees are now holding tightly to roles they don’t love, but also don’t leave. They may feel unhappy, disengaged, or stuck, yet they stay put because the job market feels uncertain and safer than the unknown.

This echoes what Gallup describes as the Great Detachment: employees disengaged from their work, reluctant to leave, and bringing down overall energy and culture.

Why Healthy Turnover Matters

It’s worth stating: some turnover is not only normal, but healthy.

• It opens opportunities for others.
• It allows culture to reset.
• It can bring in new energy and ideas.

When disengaged employees linger, though, the ripple effects can be damaging. Team members lose growth opportunities, motivation dips, and the overall culture stagnates.

What Managers Can Do Instead of Quiet Firing

The WSJ article points out that many organizations resort to quiet firing or performance improvement plans. But these strategies often come across as punitive. Instead, managers can lean into a practice far more effective: reflection.

At Spark Engagement, we believe reflection starts with awareness and it’s a skill that can be taught and supported. Our model, Notice It, Name It, Spark It™, helps employees (and managers) take ownership of their experience:

1. Notice It – Become aware of how work feels day-to-day. Discontent often shows up as frustration, low energy, or even indifference. Waking up at work means paying attention to those signals.
2. Name It – Identify what’s off. Here, Gallup’s Q12 engagement elements provide a powerful framework. Is it unclear expectations? A lack of recognition? No opportunity to learn and grow? Naming the specific need helps bring clarity to the issue.
3. Spark It™ – Decide what’s next. Sometimes the right action is a renewed commitment, a shift in role, or a development opportunity. Other times, it might be a conscious decision to move on.

Awareness Creates Better Decisions for Everyone

An employee’s decision to stay or leave may or may not align with the organization’s immediate goals. But here’s the truth: awareness benefits everyone.

• Employees make more intentional choices about their career and wellbeing.
• Managers create space for honest conversations instead of silent frustration.
• Organizations build healthier cultures where people choose to be engaged, rather than passively clinging to jobs.

The Gentle Shove That Works

The WSJ cites research from the University of Chicago showing that reflection exercises increased productivity and even nudged disengaged employees to exit voluntarily. In other words, awareness alone can shift outcomes.

Managers don’t need to rely on quiet firing. They can offer reflection, coaching, and meaningful dialogue. By equipping employees to Notice It, Name It, and Spark It™, they encourage conscious career decisions that ultimately strengthen both the individual and the organization.

✨ Bottom line: Job hugging may be the new workplace reality, but it doesn’t have to drag your culture down. With intentional reflection and a focus on engagement, managers can transform stagnation into opportunity.