Explore job rotation to curb job hopping

Job hopping in search of greener pastures is common, especially among young employees, and there is indeed an impact on employers. Besides a fatter pay packet, though, what makes employees job hop? (“How job hopping hurts productivity”: Aug 27)

After months or years of working in an organisation, when an employee sees no further challenges awaiting him or opportunities to enrich his experience and scale new heights, it is natural to start looking elsewhere.

Likewise, this also happens if his contributions and efforts are not well recognised and do not seem to align with his organisation’s key priorities.

While there is no right or wrong in job hopping, an employee must be aware that there could be costs in doing so.

He would have to start afresh, get used to a new working environment and colleagues, as well as gain new knowledge before he can settle into his job confidently and competently. All these require time and effort.

On the other hand, instead of leaving, he might consider a job rotation in a different department, which would allow him to continue contributing to his organisation, while gaining different insights.

This is similar to taking up a new job, except in a familiar environment with some familiar colleagues, but maybe a different boss.

Employers should thus explore job rotation as a means to keep employees with potential.

This would also create a pool of versatile employees, able to perform different roles when required, eventually becoming valuable assets of the organisation.