In the new world of work, employees are no longer waiting to hit rock bottom before preparing their exit strategy. Enter career cushioning a quiet yet widespread trend where employees keep one foot in their current job while subtly preparing for the next one. Whether it’s polishing LinkedIn profiles, browsing job boards, building freelance networks, or enrolling in certification courses, people are hedging their bets more than ever.
But this isn’t always about dissatisfaction. Often, career cushioning is a response to workplace instability, poor communication, or unpredictable leadership. Employees may not want to leave, but they’re prepared to just in case. It’s a form of self-preservation in an environment where loyalty doesn’t always equal security.
For HR, this behavior should be a signal, not a threat. If employees are cushioning, ask why. Are growth paths unclear? Is feedback one sided? Are leaders distant or culture fragmented? Instead of reacting with suspicion, HR should respond with curiosity and commitment. Build trust, create transparent communication channels, and make career progression a regular part of the conversation not just a retention tactic after a resignation letter lands.
Career cushioning isn’t going away. But companies that choose to listen instead of blame can turn caution into commitment and transform halfway out the door employees into fully engaged team players.
In the new world of work, employees are no longer waiting to hit rock bottom before preparing their exit strategy. Enter career cushioning a quiet yet widespread trend where employees keep one foot in their current job while subtly preparing for the next one. Whether it’s polishing LinkedIn profiles, browsing job boards, building freelance networks, or enrolling in certification courses, people are hedging their bets more than ever.
But this isn’t always about dissatisfaction. Often, career cushioning is a response to workplace instability, poor communication, or unpredictable leadership. Employees may not want to leave, but they’re prepared to just in case. It’s a form of self-preservation in an environment where loyalty doesn’t always equal security.
For HR, this behavior should be a signal, not a threat. If employees are cushioning, ask why. Are growth paths unclear? Is feedback one sided? Are leaders distant or culture fragmented? Instead of reacting with suspicion, HR should respond with curiosity and commitment. Build trust, create transparent communication channels, and make career progression a regular part of the conversation not just a retention tactic after a resignation letter lands.
Career cushioning isn’t going away. But companies that choose to listen instead of blame can turn caution into commitment and transform halfway out the door employees into fully engaged team players.