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The cooling effects of the current labor market is leading many workers to feel stuck in their daily roles, prompting companies to explore new retention tactics to provide fresh opportunities for their employees.Â
While data from professional-services company Aon shows that voluntary turnover within companies has dropped from 17% in 2022 to 12% this year, The Wall Street Journal reports this decrease means fewer opportunities for internal promotions and outside hires. Â
Companies like Exact Sciences and McKinsey & Company are reportedly responding to employee needs by updating roles and creating new career directions, without necessarily offering a pay raise or a title change.Â
One retention tactic cited is the emergence of job swaps, which allow employees to temporarily switch roles within the same organization. This is strategy reported to be used by credit-card issuer Synchrony Financial. The firm permits its employees to apply for temporary positions on different teams for periods ranging from 90 days to over a year.Â
Indeed reports that job swapping provides ample opportunities for personal and professional growth by presenting employees with chances to learn new skills.Â
McKinsey & Co. is also reported to be taking advantage of flexible work environments by increasing their mobility budgets, which allows employees to take on projects in new cities.Â
At Allstate, internal recruiting has become a top priority. Inc. reports that the company is planning to fill 60% of its roles internally — up from 45% last year. This strategy shows employees that their careers are valued and provides a path for internal mobility.Â
The rise in unique job opportunities coincides with the larger promotion paradox, where in a recent ADP survey of 1.2 million U.S.-based employees, it was revealed that 29% of employees quit their jobs within a month after their first promotion.  Â
This paradox arises because traditional promotions, while positive, can lead to increased stress, unmet expectations, or a misalignment with personal values. To combat this, there is also a need for companies to make promotions more meaningful by aligning them with employees’ work-life aspirations.Â
In cases where promotions are not feasible, retention strategies like job swapping and internal up-skilling opportunities could be beneficial for employees that feel trapped in the daily grind.Â
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