.jpg)
Many employers may not even imagine why an employee would look for security outside the company rather than within. Yet there is a shared, and not exactly pleasant, experience behind this…
The COVID era left a deep mark on the labor market. Many businesses were forced to shut down immediately, with little hope of reopening anytime soon. Revenue and operations came to a halt – in many places, layoffs were inevitable.
Employers who could afford to tried new methods to maintain operations, from working from home and takeout solutions to online services. Meanwhile, employees also had to find their own alternative strategies and prepare more consciously for similar uncertain situations in the future.
It was around this time that we began to see the first signs of the phenomenon now known as “career cushioning.” The term itself is a perfect metaphor: when things go wrong, it’s best to land on something soft.
To reduce feelings of uncertainty and create a sense of safety, employees can take several approaches: enrolling in courses and trainings, acquiring new skills, working on side projects, networking – and perhaps the first red flag for employers – browsing job listings.
Updating one’s resume and mapping out labor market opportunities doesn’t necessarily reflect a lack of loyalty – it’s more about awareness, a need for control, and a desire for security.
Just as employers benefit from having a contingency plan for unexpected events, employees shouldn't be blamed for seeking stability. The “if they want to leave, let them” mindset is one way to respond, but employers can – and should – approach the career cushioning phenomenon in a constructive, even proactive way.
Internal communication can do a lot to ease employee concerns and support long-term collaboration. A key element is ensuring transparency around career paths, development opportunities, and internal mobility within the company.
It’s worth communicating internally about open positions and even promoting training and retraining options via internal communication platforms. Promoting these in-house opportunities helps employees understand that the employer values them long-term and considers their individual development needs.
A clear vision for the future helps increase employees' sense of internal security, but even more effective are direct feedback from leaders and open communication from management. Highlighting team or individual achievements, evaluating progress, and discussing long-term plans for the team or company – in other words, fostering involvement – are among the strongest tools for building engagement and a sense of security.
Mentorship or buddy programs are typically effective for both professional growth and workplace social bonding. Job shadowing – observing and getting to know another role – can be extremely helpful in allowing employees to gain insight into different positions. Sometimes this leads them to discover what truly motivates or inspires them – and internal mobility, or lack thereof, is a key factor in career cushioning. In some industries, it's even possible to organize two-week or 30-day campaigns to let employees try out new roles.
Internal communication has a huge impact on helping employees, starting from onboarding, see the internal opportunities ahead and realize they can grow within the company.
There are many tools available for this: from training programs and showcasing open positions to more informal formats, such as sharing success stories on company podcasts about colleagues’ career journeys or skill development. It can also involve demonstrating the employer’s care for mental well-being.
