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Greetings!

As always, thank you for reading this newsletter.

Today I’d like to bring up the topic of “job hugging” and share a resource and ideas that may be helpful if you are also wondering what job seekers are thinking about lately.

I also invite you to follow Ikigai Connections (the company and the weekly newsletter) on LinkedIn, if you don't already.

Lastly, the monthly online cross-cultural workshops tend to fill up rather quickly, so if you'd like to try out what JCO offers, please plan to book early!

Sincerely,

Kasia （カーシャ）

Founder, Ikigai Connections & Sr. Consultant, Japan Consulting Office (LinkedIn)

"Job Hugging"

From a Japanese person’s perspective, the US experiences more “job hopping” than does Japan - although that has been changing in recent times. This topic, in general, can be a big deal for Japan HQ as they participate in discussions regarding hiring, salaries, and talent planning. (Check out this video - in Japanese (15:30 mark) - if you’d like to learn more about US and Japan job hopping trends.)

Lately though, the US is seeing a trend of "job hugging" instead of job hopping, which can be interpreted as a sign of improved retention. (日本語での説明はこちらです：Forbes Japan also shared this article in Japanese.)

Today I discovered this article, "Job hugging: what it means for employers and how to re-engage your workforce" (Circles.com). that makes thought-provoking points as to how it should actually be viewed as something different than improved retention. (Note: Ikigai Connections is not affiliated with this company, and this share is only for your informational purposes.)

This article starts off as follows:

The article explains that anxiety about the job market, salaries not keeping up with inflation or cost of living, fear of AI, and other factors, are reasons that employees are sticking with jobs that they may not actually want. This article also analyzes some October 2025 data from Monster ("Nearly Half of Workers Are 'Job Hugging' as Comfort and Security Take Priority").

The risks to employers include: retention without engagement, fear-based loyalty, lost productivity and innovation, and hidden resentment. The article includes some signs of job hugging: declining engagement scores, decreased interest in internal mobility or training, and increased stress.

Lastly, the article provides some solutions, including: building transparency with employees, creating psychological safety, investing in development, reducing the mental load employees face, and a focus on true well-being.

Of course, this topic depends on the industry, region, and company, and everyone place different values on job-hopping vs security, but it is also important to consider in the US/Japan community. Job seekers already assume that most Japanese companies in the US offer lower salaries than their competitors, so there is even less incentive to "jump ship." Many US-based roles and responsibilities are moving to Japan HQ, where the salaries and cost of living are much lower than parts of the US, thereby eliminating roles entirely. Lastly, there is still much difficulty surrounding the attainment of US work authorization for individuals who want to work in the US.

From the perspective of a job board owner, here are some ideas to consider:

• Conduct surveys to get a better idea of what your employees are concerned about. Keep in mind that they may not want to share, so having it confidential, brief, and open to comments could be helpful.
• Revisit your employee training strategy. Offering special training for employees could be helpful for their internal mobility, especially if they want to stay in your organization but don't feel their current role is a fit.
• Revisit your benefits. Is there something you can offer now that could be an added perk, like a hybrid option, flexible schedule, or even temporary 4-day work week? Keep in mind that gifts and company lunches are nice, but employees sometimes see those “trinkets” as a waste of money that could have been added back to their paycheck, especially if they are struggling with rent, childcare, and more.
• Improve your job descriptions by adding reasonable salary ranges, benefit information, explanation of the interview-to-hire process, etc. If you have a long list of requirements, clarify which are required and which are preferred; if you have too many, candidates will be deterred. Promote your company's stability, retention, and worker satisfaction data, including how your company has handled economic downturns in the past.
• If you have employees with Japanese/English language skills, or are planning to hire some, learn about the Japanese language component in hiring. Here is a 22-minute video explaining about a) improving your job descriptions, b) how to specify Japanese language requirements, c) understanding the benefits of Japanese cultural experiences, and d) reaching an untapped audience of job seekers you may be overlooking.

This topic of "job hugging" is very nuanced, so please do reach out if you have any thoughts to share!

Follow on LinkedIn!

The most activity for job seekers is on LinkedIn. If you aren't already, please follow the Ikigai Connections company page and the Ikigai Connections weekly newsletter to see how job ads are promoted and how job seekers are reacting to them.

Of course, I am also always happy to connect personally on LinkedIn, too!

Cross-cultural training opportunities

JCO celebrates 20 years in 2026! I am happy to provide cross-cultural trainings for Japan Consulting Office because I firmly believe that such knowledge-sharing is important for global business.

If you'd like to get a glimpse into how our trainers work virtually and in-person, consider attending an efficiency-boosting Open Workshop:

• "Working and Communicating with Japanese Colleagues, Clients and HQ" Monthly session information here (in English)
• 「アメリカ人同僚との仕事とコミュニケーション講座」Monthly session information here (in Japanese)

Each virtual seat at an Open Workshop offers the following:
🎯 A pre-course questionnaire so we can learn what matters most to you
📚 1-month access to all JCO E-learning modules (7 engaging topics in English and 8 in Japanese)
🗣️ A live, interactive 2-hour session (11 AM - 1 PM CT) with practical tips you can start using right away
Price per session: $490 USD

𝗛𝗥 𝗼𝗿 𝗟&𝗗 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀: If you're in charge of training at your organization, you can attend for free by agreeing to a follow-up call. It’s a no-risk way to see if the course is right for your organization.

Press hit "reply" if you are interested in learning more!

About Nihongo Jobs

Thank you for being a part of this community! Learn more about Nihongo Jobs here if you'd like to post a job ad to the Ikigai Connections community of 20,000+ followers who are interested in using their Japanese language and/or cultural skills in a career.

FYI: here are the steps to follow. If you already have a job description created, it should take you 10-15 minutes on average:

1. ​Log in or register on Nihongo Jobs
2. Select the 15-day or 30-day job ad (bulk options also available)
3. Add your job ad details
4. Make your payment
5. Upon submitting, you will receive a confirmation email with links to the social media posts. (This usually takes a few minutes, but please check your spam folder if you don't receive it.)

If you have any questions, please don't hesitate to hit "reply"!

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