Connect with us

Business

Job hugging. Quiet cracking. Rage applying. Are these buzzwords helping — or hurting — the workplace?

Published

on



I’ve been in HR for over two decades, and I’ve never seen workplace terminology evolve this quickly: Job hugging. Quiet cracking. Rage applying. 

Every few months, a new phrase takes over headlines and social feeds. They’re hard to keep up with and often even harder to decipher. But here’s the dilemma: Are these buzzwords just noise, or do they reveal something leaders need to pay attention to?

I’ve come to believe it’s both. Buzzwords risk trivializing serious issues when leaders don’t look past labels and address what’s underneath. But they can spark helpful conversations about how employees are really doing. They can normalize experiences people might otherwise struggle to name, and when they spread, they show people they’re not alone. 

The words themselves may not last long (goodbye, “quiet quitting”; hello, “quiet cracking”), but the feelings behind them are real. Workplace buzzwords are red flags business leaders miss at their own peril.

Job hugging is real

Consider “job hugging.” It refers to employees clinging to their jobs, often from fear of layoffs or lack of hiring at other companies. In today’s stagnant labor market, that fear is not entirely wrong: Layoffs are down, but hiring isn’t strong, either.

For 15 years, the Aflac WorkForces Report has been tracking employee well-being, benefits and workplace sentiment across the U.S. workforce. This year’s survey backs up the job-hugging trend: Only 28% of employees are likely to look for a new job in the next 12 months, down from 37% in 2024.

People are staying put, but not necessarily because they feel motivated. Record levels of burnout — a seven-year high, with 61% of employees reporting at least moderate burnout — suggest many are simply holding on.

One contributing factor may be anxiety about AI-driven job cuts, making employees even more reluctant to risk starting over somewhere else. AI has been named one of the top five factors contributing to job losses this year, accounting for 10,000 job losses in July alone, according to a Challenger, Grey & Christmas survey.

The hidden upside of hanging on

Job hugging doesn’t have to be seen only as negative — it can be an opportunity to build long-term loyalty. At Aflac, we hire with the intention of hiring for life. And while that doesn’t always happen, it’s not uncommon to see employees stay 20 or 30 years, supported by recognition and access to leadership.

Leaders across every function, not just HR, must make themselves visible and approachable if they want people to feel valued. They need to convert retention based on fear into commitment inspired by purpose, and nowhere is this more critical than for this country’s future leadership pipeline. At 74%, Gen Z is now the most burned-out generation at work, says the Aflac WorkForces Report.

From hugging to cracking to rage

Job hugging is just one example. “Quiet cracking” describes employees quietly working harder and longer without feeling reward or purpose, which fuels disengagement and poor performance. Rage applying is the frustrated response of workers who feel ignored and flood the market with résumés, even if they don’t really plan to leave.

All are warning signs of workplace cultures that are falling short of employee expectations. Our survey shows fewer than half of employees (48%) believe their employer cares about them, down from 54% a year ago. Nearly one in five (18%) believe their company doesn’t care about their mental health at all, and only 60% say their employer encourages them to seek mental health support, down five points from 2024.

What leaders can do 

These data points translate directly into risks for retention, productivity and performance. Leaders can use these red flags to prompt proactive change:

  • Analyze employee responsibilities both on and off the clock, and thread the needle between productivity and work-life balance. Encourage employees to take PTO and unplug, and model this behavior at the executive level. When asked what would most help with burnout, survey participants rated more time off, working from home and a four-day work week as their top three choices.
  • Rebuild trust by being visible and showing care. Make leadership accessible and approachable, whether you lead HR, finance, operations or the entire company. Demonstrate care through mental health resources and consistent communication. Fewer than half of employees now believe their employer cares about them, a trust gap no leader should ignore.
  • Encourage job hugging for the right reasons. Create career pathways and growth opportunities that go beyond HR programs to touch every function. Celebrate tenure and reinforce a culture of development, so people stay because they want to.

Behind every catchy phrase is an employee experience: burnout, frustration or hope for something better. The question isn’t whether employees will continue packaging their frustrations into new phrases. They will. The question is whether leaders will act. 

In the end, buzzwords may have a short shelf life, but the responsibility of leadership to step in and help prevent the issues that drive these quips is forever.

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.



Source link

Continue Reading

Business

49-year-old Democrat who owns a gourmet olive oil store swipes another historically Republican district from Trump and Republicans

Published

on



Democrat Eric Gisler claimed an upset victory Tuesday in a special election in a historically Republican Georgia state House district.

Gisler said he was the winner of the contest, in which he was leading Republican Mack “Dutch” Guest by about 200 votes out of more than 11,000 in final unofficial returns.

Robert Sinners, a spokesperson with the secretary of state’s office, said there could be a few provisional ballots left before the tally is finalized.

“I think we had the right message for the time,” Gisler told The Associated Press in a phone interview. He credited his win to Democratic enthusiasm but also said some Republicans were looking for a change.

“A lot of what I would call traditional conservatives held their nose and voted Republican last year on the promise of low prices and whatever else they were selling,” Gisler said. “But they hadn’t received that.”

Guest did not immediately respond to a text message seeking comment late Tuesday.

Democrats have seen a number of electoral successes in 2025 as the party’s voters have been eager to express dissatisfaction with Republican President Donald Trump.

In Georgia in November, they romped to two blowouts in statewide special elections for the Public Service Commission, unseating two incumbent Republicans in campaigns driven by discontent over rising electricity costs.

Nationwide, Democrats won governor’s races by broad margins in Virginia and New Jersey. On Tuesday a Democrat defeated a Trump-endorsed Republican in the officially nonpartisan race for Miami mayor, becoming the first from his party to win the post in nearly 30 years.

Democrats have also performed strongly in some races they lost, such as a Tennessee U.S. House race last week and a Georgia state Senate race in September.

Republicans remain firmly in control of the Georgia House, but their majority is likely fall to 99-81 when lawmakers return in January. Also Tuesday, voters in a second, heavily Republican district in Atlanta’s northwest suburbs sent Republican Bill Fincher and Democrat Scott Sanders to a Jan. 6 runoff to fill a vacancy created when Rep. Mandi Ballinger died.

The GOP majority is down from 119 Republicans in 2015. It would be the first time the GOP holds fewer than 100 seats in the lower chamber since 2005, when they won control for the first time since Reconstruction.

The race between Gisler and Guest in House District 121 in the Athens area northeast of Atlanta was held to replace Republican Marcus Wiedower, who was in the seat since 2018 but resigned in the middle of this term to focus on business interests.

Most of the district is in Oconee County, a Republican suburb of Athens, reaching into heavily Democratic Athens-Clarke County. Republicans gerrymandered Athens-Clarke to include one strongly Democratic district, parceling out the rest of the county into three seats intended to be Republican.

Gisler ran against Wiedower in 2024, losing 61% to 39%. This year was Guest’s first time running for office.

A Democrat briefly won control of the district in a 2017 special election but lost to Wiedower in 2018.

Gisler, a 49-year-old Watkinsville resident, works for an insurance technology company and owns a gourmet olive oil store. He campaigned on improving health care, increasing affordability and reinvesting Georgia’s surplus funds

Guest is the president of a trucking company and touted his community ties, promising to improve public safety and cut taxes. He was endorsed by Republican Gov. Brian Kemp, an Athens native, and raised far more in campaign contributions than Gisler.



Source link

Continue Reading

Business

Rivian CEO says it’s a misconception EVs are politicized, with a 50-50 party split among R1 buyers

Published

on



If Rivian’s sales are any indication, owning an electric vehicle isn’t such a partisan issue, despite President Donald Trump’s rollbacks of mandates, incentives, and targets for EVs.

At the Fortune Brainstorm AI conference in San Francisco on Tuesday, Rivian CEO RJ Scaringe said it’s a misconception that electrification is politicized, explaining that most customers buy a product based on how it fits their needs, not their ideology. The questions car buyers ask, he said, are the same whether they’re purchasing one with an internal-combustion engine or a battery: “Is it exciting? Are you attracted to the product? Does it draw you in? Does the brand positioning resonate with you? Do the features answer needs that you have?”

Buyers of Rivian’s R1 electric SUV are split roughly 50-50 between Republicans and Democrats, Scaringe told Fortune’s Andrew Nusca. “I think that’s extraordinarily powerful news for us to recognize—that this isn’t just left-leaning buyers,” he added. “These are people that are saying, ‘I like the idea of this product, I’m excited about it.’ And this is thousands and thousands of customers. This is statistically relevant information.”

Buying an EV was once an indication of left-leaning politics, but the politics got scrambled after Tesla CEO Elon Musk became the top Republican donor and a close adviser to Trump. That drew some new customers to Tesla, and turned off a lot of progressive EV buyers, with many existing owners putting bumper stickers on their Teslas explaining that they bought their cars before Musk’s hard-right turn. Trump and Musk later had a stunning public feud, in part over the administration’s elimination of EV and solar tax credits.

But Scaringe said he started Rivian with a long-term view, independent of any policy framework or political trends. He also insisted that if Americans have more EV choices, sales would follow. Right now, Tesla dominates a key corner of the market, namely EVs in the $50,000 price range. Rivian’s forthcoming R2 mid-size SUV will represent a new choice in that market, with a starting price of $45,000 versus the R1’s $70,000.

Ten years from now, Scaringe said he hopes—and believes—that EV adoption in the U.S. will be meaningfully higher than it is today across the board, explaining that the main constraint isn’t on the demand side. Instead, it’s on the supply side, which suffers from “a shocking lack of choice,” especially compared to Europe and China, he added. EV options in the U.S. are limited by the fact that Chinese brands are shut out of the market.

More choices for U.S. EV buyers would presumably create more competition for Rivian—and indeed, the flood of low-priced Chinese EVs in other auto markets has created a backlash, with countries such as Canada imposing steep tariffs on them. But Scaringe appears to view more competition as positive for the market overall.

“I do think that the existence of choice will help drive more penetration, and it actually creates a unique opportunity in the United States,” he said.



Source link

Continue Reading

Business

Powell warns of a ‘very unusual’ economy as inflation remains high amid a weakening job market

Published

on



Federal Reserve Chair Jerome Powell on Wednesday described the U.S. economy as “very unusual,” saying policymakers are navigating a rare combination of tariff-driven goods inflation and a labor market that may already be weaker than official data suggests.

The Fed cut interest rates for the third consecutive meeting, a quarter-point reduction Powell framed not as a confident pivot toward easier policy, but as a defensive move meant to keep the labor market from slipping further. He repeatedly emphasized risks to employment have risen “in recent months,” and noted that behind the headline numbers, job creation may already be negative.

Powell made the striking admission the Fed believes the official payroll figures—which have slowed sharply since the summer—are overstating job growth by roughly 60,000 per month. 

“Forty thousand jobs could be negative 20,” he said, adding this dynamic is not well understood by the public because unemployment claims remain historically low—something both economists Mark Zandi and Claudia Sahm recently toldFortune could be giving people a false sense of security about the job market.

“I think a world where job creation is negative… we need to watch that very carefully,” Powell said. 

It is this weakening backdrop Powell said makes the current moment “very unusual”: Inflation remains elevated, but most of the remaining overshoot comes from goods categories directly affected by tariffs, as opposed to domestic economic overheating, which he said the Fed has worked hard to cool since its 2022 highs; inflation excluding tariff-affected goods is “in the low [two percent],” he said. Services inflation is cooling, wage pressures are easing, and neither the labor market nor business surveys suggest a “Phillips-curve” kind of inflation threat, Powell said, referring to the inverse relationship between inflation and unemployment. 

Instead, Powell said, the bulk of the problem is a “one-time price increase” pushing up goods categories as import levies work their way through supply chains. Goods inflation, he noted, should peak around the first quarter of 2026, assuming no additional tariff rounds.

Those crosscurrents have fractured the Fed. Three officials formally dissented from the rate cut on Wednesday, and several others offered what Powell described as “soft dissents,” when an official’s personal projection falls out of what they ultimately voted for. There were six such “soft dissents” this time, during one of the deepest divides inside the FOMC in years, driven by disagreement over how to weigh the risks of lingering inflation against the possibility that job growth is weaker—and much more fragile—than reported.

Powell stressed that policymakers cannot simply choose one mandate to prioritize. 

“There is no risk-free path,” he said, a refrain he’s repeated for months. “When both sides of the mandate are threatened, you should be kind of neutral.” 

He characterized the current stance as being at the “high end” of neutral, allowing the Fed to “wait and see” how the data evolve.



Source link

Continue Reading

Trending

Copyright © Miami Select.