The trend of career cushioning is gaining traction in the Philippine workforce, with nearly half of employees starting to look for new jobs, according to talent solutions firm Robert Walters.
Career cushioning is defined as proactively enhancing one’s career prospects to “soften the blow” in case of any issues with the current job.
Michele Manabat, manager of Robert Walters Philippines, stated, “The trend of ‘career cushioning’ has emerged as a way for individuals to personally develop themselves, either to become more valuable assets to their current companies or to gain a competitive advantage in the job market.” According to the firm’s insights, upskilling or training is the most popular career cushioning tactic among Filipinos, with 65% of employees citing it as their approach.
Career trends in the Philippines
Manabat emphasised the importance of professionals recognising the need to “continually upskill themselves.” She added, “By actively investing in their learning and development, they not only increase their market value but also gain new experiences and expertise. This approach ensures that they remain ready and adaptable in the face of a rapidly evolving business landscape.”
The career cushioning trend coincides with 49% of Filipinos admitting they have started looking for new jobs, according to Robert Walters’ insights. Key motivations for their departure include an unhealthy office culture (44%) and low job satisfaction (32%).
In an effort to retain employees, companies in the Philippines are embracing career cushioning strategies, with 57% viewing it as a way to advance staff professionally. Manabat noted, “While there is no guarantee that those who ‘career cushion’ will leave, the impact of this strategy goes far beyond retention. By offering career cushioning strategies, companies not only enhance engagement and commitment among their existing employees but also create a supportive environment for continuous growth and increased marketability.”
To effectively implement career cushioning strategies for retention and career advancement, Robert Walters suggests that organisations maintain open communication with staff. This includes:
- Encouraging discussions about aspirations, concerns, and preferred career pathways
- Investing in employee development through upskilling programs
- Creating a culture that embraces employee mobility, allowing employees to explore new roles within the organisation
