Career Cushioning Not long ago, preparing for a new job was often seen as a clear sign that someone wanted to leave. Today, that is no longe...

Career Cushioning

Not long ago, preparing for a new job was often seen as a clear sign that someone wanted to leave. Today, that is no longer always true. In a labour market shaped by layoffs, restructuring, and economic uncertainty, many employees quietly keep other options alive while staying where they are. This habit is often called career cushioning. It may involve updating a résumé, building new connections, learning extra skills, or simply watching the market more closely than before. The point is not always escape. Quite often, it is protection.

That makes career cushioning different from open job-hunting. A person may still perform well, meet deadlines, and remain committed to current responsibilities, yet choose to prepare for change in the background. Taking a short course after work or reconnecting with former colleagues can look ordinary on the surface, but such actions often reflect a more careful reading of risk. In that sense, the behaviour can be seen as prudent rather than dramatic. People are not necessarily abandoning their roles; they are making sure that one setback does not leave them with no direction.

At the same time, the trend reveals something less comfortable about modern work. Employees usually build a safety net discreetly when they are not fully convinced that the organisation will protect them in return. If confidence were strong, preparation might feel less urgent or less private. Career cushioning therefore says as much about workplace culture as it does about individual ambition. Even when no one speaks openly about leaving, attention may already be drifting outward, with workers investing mentally in possibilities beyond the office.

Seen this way, career cushioning is neither simple disloyalty nor simple wisdom. It can strengthen personal confidence and long-term career resilience, but it also reflects a climate in which security feels conditional. The more common the habit becomes, the more it suggests that employees are learning not to depend too heavily on promises of stability. Preparation, then, is no longer just a career move; it has become part of how many people manage work itself.

[Adapted from Indeed]

Question 23: Which of the following is NOT mentioned in paragraph 1 as an activity associated with career cushioning?

A. Establishing new professional connections.        B. Monitoring the job market more frequently.

C. Resigning from a current role to pursue a course.        D. Improving a résumé and acquiring extra skills.

Question 24: The word "prudent" in paragraph 2 is closest in meaning to __________.

A. subtle        B. careful        C. controlled        D. calm

Question 25: The word "discreetly" in paragraph 3 is OPPOSITE in meaning to __________.

A. rashly        B. loudly        C. openly        D. clearly

Question 26: The word "they" in paragraph 2 refers to __________.

A. connections        B. former colleagues        C. roles        D. people

Question 27: Which of the following best paraphrases the underlined sentence in paragraph 3: "If confidence were strong, preparation might feel less urgent or less private."?

A. Because preparation feels urgent and private, employees can build stronger confidence in their organisation.

B. Preparation only becomes a pressing and secret matter when workers lack faith in their company’s protection.

C. As long as employees feel confident, they will choose to keep their career preparation private and urgent.

D. Strong confidence in an organisation is the primary reason why preparation feels more urgent to employees.

Question 28: According to the passage, which of the following is TRUE about career cushioning?

A. It is a clear indication that an employee is failing to meet their current deadlines.

B. It reflects a workplace climate where long-term security is no longer guaranteed.

C. It is primarily driven by an individual’s ambition to leave their office as soon as possible.

D. It encourages employees to depend more heavily on the stability promised by their firms.

Question 29: In which paragraph does the author discuss how career cushioning serves as a tool for emotional and professional resilience?

A. Paragraph 1        B. Paragraph 2        C. Paragraph 3        D. Paragraph 4

Question 30: In which paragraph does the author explain the difference between career cushioning and actively seeking a new position?

A. Paragraph 1        B. Paragraph 2        C. Paragraph 3        D. Paragraph 4