💡 Are you feeling "stuck" at work? Job swaps could be the answer. Voluntary turnover is down to 12% from 17% in 2022, the job market isn't as strong and fewer people are getting promoted. Companies are experimenting with job swaps as a way to keep workers engaged and "inject fresh energy." Comment below: How can companies support workers feeling “stuck” in their current roles? Keep reading #TheInsider to learn more about how Etsy is fighting fast-fashion, summer travel is setting records and much more. See you on the inside ➡️
Gaurav Vaid
2w
I am a believer in what Yuval Noah Harrari has written in his book Sapiens that companies/corporations are eventually a shared narrative/story to bring a set of people together to advance a collective outcome. This is great because at the end of the day, this helps us human beings work together towards shared objectives. However, the moment these narratives become a way of serving the greed for the executive team and the leaders and a way for them to control the “workers” (as the article puts it) , job swaps or anything else is not going to work to “inject fresh energy”. If you want to inject fresh energy, realize that the company/corporation is a shared narrative and exists to hold the group of people together so do whatever is needed to bring the people together as a community of humans.
As a career coach, I often see professionals feeling "stuck" in their roles. Companies can play a pivotal role in alleviating this by encouraging skill development and career progression. Offering continuous learning opportunities, such as workshops, courses, and access to learning platforms, helps employees expand their skill sets and prepares them for advancement. Regular, meaningful feedback and career path discussions are also crucial. These should be tailored to individual career aspirations, providing clear milestones and the support needed to achieve them. Additionally, creating a culture that values and encourages internal mobility can significantly enhance employee engagement and retention. By actively supporting their career development, companies can help employees feel more empowered and motivated.
When I was in grade 7, our social studies teacher gave us an outline of a car. EAch of us took it home, and for homework, we coloured and designed it in any which way we wanted. I always loved Katie Keen and her cars, so I went all out. The next day we shared our uniqueness. Then, the teacher created an assembly line. Each student was assigned to different parts, with specific colours. Throughput was high. It was fast and efficient, but lost the unique flare of self expression. We learned that throughput is lower for unique handcrafted items. What that means for the customer is having to pay more. Design, today, allows for both. We can buy a car, and add on bells and whistles, choosing the make, and colour. There is variety within limits. AND there are custom cars, for a price. Whether it is about Etsy's artistry and Temu's mass production or Tesla losing in the EV market... If we could design a system and process that increases throughput while keeping inventory and operating expenses down, then we could make the process of creating self-expressive unique pieces more affordable.... while of course paying fare wages!
We'd just rolled out an internal mentoring program as a consultancy for a global multinational. It wasn't just as an AI-matching exercise, but as a means to demonstrate support, incorporating DEI and tapping into mentors who wanted to support this DEI initiative. It was also helmed by the volunteer ERG members that led to even higher involvement and the kickoff ended in high spirits and motivation. I believe that in any corporate exercise, we will have to focus on building the spirit of the people within the organization. Disengagement is like a cancer eating away at people's spirits. If opportunities for growth, connection and inclusion are coupled with social sustainability, great leadership, positive collaboration, the possibilities of building a solid and wholesome culture for engagement would be immense.
Instead of using one strategy after another, how about keeping it simple and going back to basics. Start from the human element first. I cannot get past the word ‘workers’ as Ashwin Krishnan and Gaurav Vaid mentioned. Another word am unable to digest is the word “engaged” as if they are toddlers. How about treat them as human beings and accept the basic fact that every individual has a unique personality or energy. You don’t “inject fresh energy” in people. You let their core energy shine. Please don’t inject anything in people, they already come with a unique energy ready to shine if allowed. Try to find what makes them shine. So be empathetic and listen.
It is refreshing to see that companies are innovating to re-engage employees through job swaps and internal mobility, fostering continuous learning and adaptability. In my perspective these strategies not only enhance skill sets but also break the monotony, creating a more dynamic and motivated workforce. Etsy is definitely differentiating itself from mass-market platforms by emphasizing handcrafted, niche products, appealing to the growing trend of conscious consumerism. This focus on storytelling and authenticity can create deeper customer connections and loyalty. Meanwhile, the travel industry's robust resurgence, despite economic uncertainties, reflects a post-pandemic shift towards valuing experiences and connections over material possessions. These trends underscore the importance of adaptability, authenticity, and understanding evolving consumer priorities in today's dynamic business landscape. Good artcile LinkedIn News India
I think it’s great companies are putting retention and development at the core of their strategy. I advise those who are stuck or looking for internal advancement to create a one page career bio highlighting their impact, experiences, and vision for what’s next. It’s a great tool to use internally during your review or career conversations, as a resume would be questionable. Easily download and create your own in Powerpoint or Google Slides at aboutmetemplates.com
Dafna Arad
2w
Instead of job swaps, they can offer employees to relocate to different branches around the world while keeping the same role. This approach works well in the hotel industry.
The answer lies within your employees. They have allowed themselves to feel stuck for a reason. Hearing and Understanding their reason/why without trying to add an opinion is critical. This space will unlock answers that will (1) - speak to how they became stuck and (2) - what are some alternatives to change their narrative? From this point, agree to use the best option that best supports the organization’s objectives.
Revealing The Real You. Authentic. Unscripted. On StandOutIn90Sec! Tech Leaders - Humanize your people to foster greater engagement. Event Hosts - Humanize your speakers before your event to drive attendance.
2wStop calling then "workers". Start embracing them as humans. They have a personality, life story, vulnerabilities, passions .. And shine a light on them as humans and help them come out of their shell and become more visible. Am I pipe dreaming? Not really as that is what I do every single day. And this not only creates instant and enduring bonds within the organization, it creates community human branding that attracts not only new talent but allows customers and partners to connect with the humans inside organizations. Not "workers".