U.S. Workers are ‘Doom Scrolling’ for Jobs at Work, Finds New Trend
- Amanda Augustine
- 2 hours ago
- 4 min read
A new workplace behavior is emerging during the workday, one that experts at Careerminds are calling "job-scrolling." The trend comes at a time when 61% of U.S. employees are considering leaving their current job and another 43% say they plan to search for a new position this year.
Careerminds analyzed Reddit threads and hundreds of comments where employees openly share their work experiences. The analysis found that younger employees are browsing LinkedIn and Indeed on company time, not to apply, but to keep their options open and stay prepared amid recurring layoffs.
Across a wide range of comments in r/recruitinghell, r/cscareerquestions, r/jobs, and similar communities, a consistent theme emerged: many employees described “job scrolling” as a form of "comfort scrolling," a coping mechanism they rely on to ease anxiety about an uncertain job market. The term itself derives from doomscrolling, the 21st-century habit of obsessively scrolling through social media or news feeds for negative stories.
In times of ongoing job uncertainty, the scroll has become a way for employees to feel safe, reassuring them that options still exist even when they're not actively looking.
Drawing on these findings, Amanda Augustine, Certified Professional Career Coach (CPCC) at Careerminds, expands on how managers can identify “job scrolling” and what they can do to motivate employees to stay focused and engaged during work time.
How to spot job-scrolling among your employees
"Employees who engage in job scrolling aren't necessarily planning to leave tomorrow," said Augustine. "In many cases, they're simply trying to feel prepared in an uncertain environment. And because these activities don't typically show up in performance metrics, the signs can be easy to overlook. However, there are a few behavioral patterns managers may notice over time."
Augustine identified five common signs managers should pay attention to:
Their LinkedIn profile suddenly gets some attention. Employees may quietly update their headline, refresh their profile photo, or add new skills and accomplishments. "Many people update their online presence long before they actively begin a job search," Augustine said. "It's often less about leaving immediately and more about making sure they're prepared if circumstances change."
They become less engaged in day-to-day interactions. Employees who are distracted by concerns about their future may participate less in meetings, respond more slowly to non-urgent messages, or contribute fewer ideas. "The drop in engagement isn't always a sign they've mentally checked out," Augustine explained. "Sometimes their energy is being diverted toward managing uncertainty and preparing for what might come next."
They start paying closer attention to company policies and benefits. Questions about PTO balances, vesting schedules, severance policies, or healthcare benefits can become more frequent. "When people are worried about the possibility of layoffs, it's natural to want a better understanding of what resources and protections are available to them," Augustine said.
Their schedules begin to change. More personal appointments, recurring calendar blocks, or occasional half-days may simply reflect employees trying to create space to manage personal matters or explore their options. "People often begin preparing for a potential transition before they've made any decisions about leaving," Augustine noted.
They become less interested in long-term initiatives. Employees who are feeling uncertain about their future may hesitate to volunteer for projects with lengthy timelines or take on responsibilities that won't pay off for many months. "When people are unsure about what lies ahead, they naturally focus more on the near term," Augustine said.
How to keep job scrolling from turning into employee turnover, according to a career expert
"Most employees don't want to leave," said Augustine. "But when people can't see a future for themselves within the organization, or they don't feel secure in their role, they naturally begin exploring what other options might be available."
According to Augustine, managers can take several steps to help employees stay engaged and committed:
Talk about career growth before employees start looking elsewhere. "Career conversations shouldn't be reserved for annual performance reviews," Augustine said. "Employees need regular opportunities to discuss their goals, explore future opportunities, and understand what growth could look like within the organization."
Invest in meaningful development opportunities. Professional development is important, but employees also want opportunities to apply what they've learned. Stretch assignments, cross-functional projects, and increased responsibilities can help employees build new skills while demonstrating that the organization is invested in their long-term success.
Give employees greater ownership over their work. "People are more likely to stay engaged when they feel connected to the work they're doing and understand the impact they're making," Augustine explained. Providing employees with opportunities to lead initiatives, solve problems, and contribute in meaningful ways can strengthen that sense of purpose.
Be transparent during periods of change. "When uncertainty increases, employees naturally begin looking for reassurance," Augustine said. "Managers don't need to have all the answers, but clear and honest communication can go a long way toward building trust and reducing unnecessary anxiety."
Help employees see a future inside the organization. "In today's environment, employees are constantly being reminded of opportunities outside the company," Augustine said. "Managers need to spend just as much time helping employees understand the opportunities available to them within the organization."
Careerminds is a global workforce solutions provider delivering career transition, workforce design and talent development to organizations worldwide. Our consumer career brands extend that reach, giving individuals AI-powered career tools and coaching at every stage of the career journey. Together, we combine technology, data and human expertise to create a connected ecosystem that supports both workforce transformation and individual career success. Follow us on LinkedIn, Facebook, Instagram, X, and YouTube.
Amanda Augustine is the resident career expert for Careerminds, career.io, and its suite of brands: resume.io, TopResume, TopCV, TopInterview, Resume.ai, and others. As a Certified Professional Career Coach (CPCC) and a Certified Professional Resume Writer (CPRW), she has spent more than 20 years helping professionals improve their careers and land the right job sooner. Connect with Amanda on LinkedIn, X, Instagram, and Facebook.
Sources:
