In the world of work there is a group of workers who apply the saying “better bad for being known than good for being known.” They are not satisfied with their jobbut reject a job offer that would take them to another place; The number that does so is not less.
54% of workers surveyed by OCC revealed that they have declined a job offer despite feeling dissatisfied in their current position. Their reasons are related to the fear of changes and the uncertainty that a job transition implies.
Among those who They rejected a job offer31% considered that they took that decision due to fear of change18% said it was for “various reasons”, without detailing which ones, and 5% declined due to the stress involved in joining a new job.
What is job hugging?
Staying in a job that is no longer satisfying is part of a broader work phenomenon called job hugging.
“People decide stay in jobs they don’t enjoy due to the uncertainty involved in exploring and accepting new opportunities and facing a professional change,” explains OCC.
The worker decides not to accept the new employment opportunity even if he is offered a better salary, greater benefits and professional challengesdetails OCC. In Mexico, when joining a new position, companies usually offer contracts for up to three months known as “trial periods.”
Once the period has ended, the company can offer a contract for an indefinite period or terminate the contract. employment relationship. The worker can also decline at that time.
According to Kelly, a talent management firm, it takes between three and eight months for a new employee to adapt to the team. This period involves changes and a learning curve that 5 out of 10 people have decided not to try.
He job hugging and the permanence of workers Those who refuse to leave for fear of change affect the employee, but also the company’s objectives and results.
Among the adverse effects OCC mentions the following:
- lack of enthusiasm.
- Wear of the work environment.
- Decrease in productivity.
- Resistance to change.
- Workers’ health problems.
46% of employees mentioned that they perceive a decrease in the quality of your work when they are dissatisfied with their work. Furthermore, 34% consider that this situation leads to failure to meet objectives. Added to these is that 11% consider that this phenomenon increases absenteeism and delays and 9% that it increases day-to-day errors.
“It is worrying that a high percentage of workers are facing emotional burden and frustration,” warns OCC.
How to motivate workers who are dissatisfied with their jobs
If the worker decided to stay in his or her job rather than explore other opportunities, the company requires making changes to prevent adverse effects.
When a worker faces decreased commitment With their tasks and the company, the Human Resources areas are key to addressing employee burnout.
How to do it? The design of comprehensive wellness plans Based on surveys and interviews with employees about their needs, foster close leadership capable of communicating both achievements and areas to improve with transparency and respect. Also design career plans so that workers feel valued and motivated, adds OCC.
In Mexico, 675,052 people quit their jobs, according to figures for the first quarter of 2025 from the National Employment and Occupation Survey (ENOE) of Inegi. The reasons why they left their job They can give a signal of what to do within organizations so that those who remain reduce their dissatisfaction.
About 10,584 people workers resigned because they could not respond to the demands of the job, an increase of 57% in the first quarter of 2025 compared to the same period in 2024. While 119,836 resigned for the deterioration of working conditions or that involve personal or health risks, an increase of 7.5% annually in the reference period.
