What is career cushioning?

Career cushioning is when employees keep other career options and relationships open when they feel unsure about the future of their current job. This tactic can include building a strong network, being versatile with their skills or having side gigs. While some view it as a sign of insecurity or lack of commitment, it can be a smart strategy in today’s unpredictable job market. The idea is to “hope for the best, prepare for the worst.” By proactively safeguarding their careers, workers can ensure they have a solid path to follow in worst-case scenarios. An employer looking to deter this behaviour will generally create a supportive and confident work environment to attract and keep the best talent in today’s changing job market.

Why do employees consider career cushioning?

Various factors can trigger employees to start considering career cushioning, including:

Job insecurity

Workers might be nervous about a coming recession and fear their company might cut jobs, so they want to be ready. Typically, younger people look for stability because of high inflation rates.

A better work-life balance

Many people now want more balance in their lives. Workers have changed their views on what role their jobs should play in their lives and are more likely to leave a company that doesn’t offer flexibility.

Job dissatisfaction

Career cushioning can happen when people are genuinely unhappy with their job. They may realize it doesn’t match their interests, or their career goals might have changed. Job cushioning lets them look for new opportunities without stressing about having a gap in their resume.

More opportunities

Job opportunities are more numerous across industries than before the pandemic, helping to increase the temptation to consider other options. Here are some career situations when an employee might be more likely to start cushioning:

• they received a poor performance review and worry they might be fired soon or feel the job isn’t right for them
• they’re skilled at their job but see no chance of promotion
• their family responsibilities are changing, making balancing work and home life more difficult
• they know their company is having problems, they’ve heard rumours about layoffs, or are worried about the company’s ability to survive an economic downturn

Signs of career cushioning

Here are some indicators that employees might be career cushioning:

• updating their business profile
• learning skills that are outside their current job
• starting a new side gig or working a second job, looking like they’re trying to become entrepreneurs, or making themselves more attractive to employers
• connecting with new professional contacts outside their usual circle

These signs don’t always mean an employee is cushioning, but many people may have side hustles to follow a passion or earn extra money. Also, career-cushioning employees aren’t necessarily disengaged from their roles. They still want good reviews from their organization, so they often continue putting in their best effort at work.

How to address career cushioning in the workplace

In today’s competitive job market, knowing how to keep employees happy and create a good work environment can be beneficial. Employers who see how career cushioning impacts their team can encourage open communication to keep everyone aligned. One helpful strategy is to take responsibility. Employers can build a more committed and productive workforce by recognizing career cushioning and working towards preventing it. Creating career growth opportunities can help reduce career cushioning. Employees typically react positively when employers:

• recognize and reward their achievements
• offer long-term benefits
• keep communication open
• address their concerns
• give feedback for career development
• create a workplace culture that celebrates professional and personal successes

Investing in your employees can mean investing in the future of your business.

How to build a culture that encourages professional growth

Creating a culture that supports professional development can help businesses grow. With the professional world constantly changing, strategies that promote continuous learning work well, but getting talented workers to stay long-term can be challenging. Consider using these strategies to make your workplace the best it can be:

Training and development

Accessible training and development opportunities are an effective strategy for fostering a culture of professional growth. Here are some ways to implement it:

• Workshops and seminars: Organized regularly, internal experts or external professionals can lead these sessions that cover new technologies, industry trends or soft skills development.
• Certifications: Provide access to online learning where employees can earn certifications in their field.
• Cross-training: Encourage employees to learn different roles within the company to broaden their skill set and create a more flexible and adaptable workforce.
• Tuition reimbursement: Offer this for employees who wish to pursue further education or advanced degrees related to their jobs to demonstrate a commitment to long-term career growth.
• On-the-job training: Structured on-the-job training programs allow employees to learn new skills, including job shadowing , rotational assignments or special projects.
• Leadership development: Create programs specifically for employees who show leadership potential, including advanced training in management, strategic thinking and decision-making skills.

Feedback and goal-setting

Create a culture of feedback and goal setting with regular one-on-one meetings, open communication and recognition of achievements. Train your managers and supervisors in giving and receiving feedback, performance reviews and development plans to help employees grow. Technology can streamline the process, while leadership involvement and follow-ups ensure continuous improvement.

Collaboration

A collaborative workspace can promote innovation, productivity and employee satisfaction. Try the following tips to improve teamwork in your organization.

• Organize regular team-building activities to boost employee relationships. These can be casual outings, team lunches, structured exercises and workshops.
• Recognize and reward team achievements and individual contributions. This strategy can reinforce the value of collaboration and motivate employees to work together.
• Consider an open office layout that encourages interaction and collaboration. While it may not be suitable for all organizations, it can help create a sense of community and make communication more accessible to employees.
• Encourage your leaders and managers to actively support and model collaborative behaviour. When leaders show a commitment to teamwork, they set the tone for the entire organization.
• Involve employees in decision-making wherever possible.

Mentorship programs

Here are several ways to effectively establish and maintain mentorship programs:

• Define clear objectives: Determine what you want to achieve, whether it’s improving employee skills, increasing retention, fostering leadership or enhancing company culture.
• Identify suitable mentors: Select experienced and knowledgeable mentors willing to share their expertise.
• Pair mentors and mentees thoughtfully: Match mentors and mentees based on their skills, goals and personalities.

Learn with technology

Using technology can make training programs more effective, accessible, and engaging. Here’s how:

• E-learning platforms: Offer a variety of courses with multimedia content and interactive elements that suit different learning styles.
• Learning management systems (LMS): An LMS can organize, track and deliver training courses. It can also create personalized learning paths and provide progress reports.
• Collaborative tools: Use shared documents and virtual whiteboards to promote teamwork and knowledge sharing.
• AI and machine learning: Use these technologies to tailor learning experiences by recommending courses and providing insights based on individual performance.

Employers can grow their businesses and maintain quality employees by providing professional development, fair rewards,transparency and a healthy work-life balance. These perks can help employees perform better in their roles while providing them with peace of mind about the future of their positions. This strategy can also help you stay competitive in the job market. While career cushioning often benefits the employee, it can also be a valuable reminder for employers to improve their work environment and work towards achieving professional goals for their team and their business.