Workplace Trends Are Just History's Way of Saying "Too Late!

Remember when "quiet quitting" suddenly made headlines? Overnight, every business publication was writing about it, HR departments scrambled, and leaders asked, "How did this happen?"

Good morning — this wasn't new.

People have been doing the bare minimum when disengaged for decades. We didn't have a catchy name for it.

Same with "the Great Resignation." People didn't suddenly start leaving bad jobs in 2021 — they just finally had the leverage to do so.

And now we're talking about "job hugging" — employees clinging to jobs they've outgrown because the job market feels uncertain. For instance, a marketing executive who has mastered their current role but is hesitant to move to a new company due to economic instability. 

It's basic human behavior we've been overlooking for years.

Why Workplace Trends Aren't Actually New

I've been in talent and HR long enough to know that these workplace "trends" aren't trends at all. They're symptoms of fundamental issues we've been overlooking in organizations:

• People stay in the wrong roles because we don't create clear paths forward. They're not "job-hugging" — they're stuck because no one's shown them where they could go or how to get there.
• People disengage because they feel invisible. They're not "quiet quitting" — they're responding to being overlooked, undervalued, or managed in ways that drain their energy.
• People leave because we haven't been listening. They're not part of some "great resignation" — they're making decisions based on experiences we could have addressed.

And here's the one we don't talk about enough: People tolerate dysfunction because they've learned it's easier than fighting it. When toxic leadership becomes the norm, employees adapt by either leaving or protecting themselves through disengagement.

Reading the Early Warning Signs of Employee Disengagement

While we're busy giving names to workplace behaviors, the real question is: why aren't we seeing these issues before they become movements?

Your "job huggers" have probably been dropping hints for months about wanting new challenges or feeling stagnant. To address this, consider offering them new projects or roles that align with their skills and interests. Your "quiet quitters" likely tried to engage before they gave up. 

To prevent this, create a culture of open communication and feedback. Your flight risks have been telling you what would keep them from leaving. Listen to their concerns and take proactive steps to address them.

And your disengaged employees? They might be protecting themselves from toxic leadership patterns — inconsistent communication, taking credit for their work, or creating environments where speaking up feels risky.

Your Q4 Action Plan: Start Paying Attention

As we head into the final quarter and start thinking about 2026, let's take charge: Stop waiting for the next workplace trend to tell you what's happening in your own organization.

Instead, start noticing:

• The person who used to speak up in meetings but has gone quiet. They're probably frustrated that their ideas keep getting ignored, or they've learned that challenging ideas aren't welcome.
• The high performer who's been in the same role for three years. They're not "job-hugging" — they're waiting for you to show them what's next.
• The team member who's suddenly working exactly their scheduled hours. They're probably burned out and setting boundaries you should have helped them set months ago.
• The employee who keeps asking about professional development opportunities. They're telling you what they need to stay engaged and grow with your company.
• The team that used to collaborate well now seems fragmented. This might signal leadership changes that aren't working or communication patterns that have become toxic over time.

Lead Like You Actually See People

Don't expect every employee to have the same motivations or drivers that you do. Every team member is human with complex motivations, career aspirations, and lives outside of work. It doesn't reduce their value.

Regular, honest conversations about career growth, workload, and job satisfaction should be part of our standard management practice, not as a reaction to the latest workplace trend. This is how we stay connected and involved.

Create cultures where people feel safe being direct about their needs, rather than communicating through their behavior or, worse, just keeping their heads down to avoid difficult managers. This is how we ensure everyone feels secure and valued, and it's what employees say it is when leadership is not in the room.

The Bottom Line

Every viral workplace "trend" that catches fire is really just a mirror reflecting what we've been failing to address in our own organizations. The companies that don't get caught off guard by these movements? They're the ones paying attention to their people every day, not just when some well-known periodical tells them to.

Your employees are already telling you what they need. The question is: are you listening, or are you waiting for someone to give it a catchy name first?

What are you seeing in your organization that everyone else might be missing? I'd love to hear your perspective. Please share your experiences, and let's learn from each other to create better workplace cultures.

I'm Juli Prizant, founder of OptiPeople Resources. I help growing businesses scale by making sure they have the right people in the right roles. Through fractional HR and talent support, I partner with leaders to build practical, people-focused strategies that work — whether it’s hiring, onboarding, compliance, or creating the systems that enable growth. I bring a blend of strategy, empathy, and real-world experience to help businesses build strong teams and even stronger foundations.