Career cushioning—a term once whispered in secrecy—has now entered the mainstream conversation. It refers to employees quietly preparing for a fallback plan, whether through upskilling, networking, or exploring freelance gigs, all while still working their current job. To some employers, this might sound like a red flag. But for forward-thinking HR leaders, career cushioning isn’t betrayal—it’s strategy.
In today’s uncertain job market, where layoffs, restructures, and rapid industry shifts have become the norm, career cushioning is not just reasonable—it’s rational. Employees are no longer willing to put blind faith in long-term security. They’re investing in their own resilience, and HR should be supporting this—not suppressing it.
Instead of viewing Plan B as a threat, HR can reframe it as an opportunity to strengthen Plan A. Encouraging employees to explore new skills, side certifications, and even personal branding can actually result in more confident, capable, and proactive team members. When people feel in control of their professional destiny, they’re less anxious—and that leads to healthier work culture.
HR should also recognize that loyalty today looks different. It’s not about being chained to one role forever. It’s about transparency, growth, and mutual respect. By acknowledging the reality that people may want options, HR shows emotional intelligence and maturity. It builds trust. Ironically, when employees feel safe enough to explore outside options, they’re more likely to stay—because they don’t feel trapped.
Supporting career cushioning doesn’t mean HR has to encourage quitting. It means giving employees room to evolve—even if some of that growth happens beyond the walls of the organization. Offer access to L&D programs, mentorship, upskilling platforms, and internal mobility opportunities. These efforts not only enhance your retention rates but also position your brand as one that values people, not just positions.
In the end, pretending employees aren’t preparing for what’s next won’t stop it from happening. But acknowledging it—and actively helping them build the skills they need—can redefine HR as a partner in their journey, not a gatekeeper. That’s the future of work: flexible, human, and honest.
Career cushioning—a term once whispered in secrecy—has now entered the mainstream conversation. It refers to employees quietly preparing for a fallback plan, whether through upskilling, networking, or exploring freelance gigs, all while still working their current job. To some employers, this might sound like a red flag. But for forward-thinking HR leaders, career cushioning isn’t betrayal—it’s strategy.
In today’s uncertain job market, where layoffs, restructures, and rapid industry shifts have become the norm, career cushioning is not just reasonable—it’s rational. Employees are no longer willing to put blind faith in long-term security. They’re investing in their own resilience, and HR should be supporting this—not suppressing it.
Instead of viewing Plan B as a threat, HR can reframe it as an opportunity to strengthen Plan A. Encouraging employees to explore new skills, side certifications, and even personal branding can actually result in more confident, capable, and proactive team members. When people feel in control of their professional destiny, they’re less anxious—and that leads to healthier work culture.
HR should also recognize that loyalty today looks different. It’s not about being chained to one role forever. It’s about transparency, growth, and mutual respect. By acknowledging the reality that people may want options, HR shows emotional intelligence and maturity. It builds trust. Ironically, when employees feel safe enough to explore outside options, they’re more likely to stay—because they don’t feel trapped.
Supporting career cushioning doesn’t mean HR has to encourage quitting. It means giving employees room to evolve—even if some of that growth happens beyond the walls of the organization. Offer access to L&D programs, mentorship, upskilling platforms, and internal mobility opportunities. These efforts not only enhance your retention rates but also position your brand as one that values people, not just positions.
In the end, pretending employees aren’t preparing for what’s next won’t stop it from happening. But acknowledging it—and actively helping them build the skills they need—can redefine HR as a partner in their journey, not a gatekeeper. That’s the future of work: flexible, human, and honest.
