Career Cushioning: Is your Top Talent Preparing for Plan B?

‍What is career cushioning?

The process of taking proactive steps to protect oneself against unexpected job loss — while still employed. This includes creating a side hustle, upskilling, maintaining an updated CV, networking, or quietly applying for other roles. 30% of UK professionals (~12.7 million workers) are actively seeking new roles while employed.

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The context

7 in 10 HR leaders were planning for redundancies within their organisations before end of 2024. The tech sector alone had already seen over 124,000 people let go since beginning of 2024. Popular job postings on Indeed UK or Reed often attract 300-400 applications. 43% of UK job seekers reported applying to over 20 jobs before landing a position (CV-Library, 2023). Career cushioning belongs to a family of workplace shifts including "quiet quitting" and "rage applying."

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Gen Z lead the charge on this mindset

Gen Z entered the workforce during rapid technological advancement, economic uncertainty and a pandemic. 70% of Gen Z employees say they feel uncertain about their job stability and 57% report actively preparing alternative career plans even while employed (LinkedIn Workplace Confidence Survey, 2023).

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The intent behind career cushioning

Two primary factors determine whether employees cushion out of self-preservation or because they feel unsupported:

• Workplace trust — a lack of trust in leadership created by abrupt layoffs or contradictory messaging
• Psychological safety — Gen Z particularly values workplaces where they feel safe sharing concerns and contributing ideas

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The risks

What starts as a safety measure can quickly spiral into decreased engagement. Losing star employees creates a domino effect where other team members may also consider career cushioning. High-performing employees open to better offers are actively targeted by recruiters.

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Why traditional HR tools fall short

Annual surveys offer a one-time snapshot. Workplace dynamics can shift dramatically in the months between surveys. Many tools only offer surface-level insights. One-size-fits-all surveys don't account for differing priorities among employee groups or demographics.

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5 ways to address career cushioning

1. Adopt real-time feedback tools — don't wait for the annual engagement survey; use tools that allow employees to share concerns continuously
2. Provide support for line managers — 75% of people who voluntarily left their role did so for reasons their line manager could directly influence (Gallup); equip managers with skills for giving effective, constructive feedback
3. Build a culture of psychological safety and trust — transparent communication about company performance, future goals and any restructuring plans helps build this trust
4. Invest in employee growth and development — 93% of professionals would stay longer at a company that prioritises their career growth (Deloitte); implement mentorship programmes, rotational assignments and internal upskilling
5. Address compensation with transparency — clear, transparent communication about pay structures, bonuses and benefits; regularly benchmark compensation against industry standards

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