Job reshuffles – quick change on positions

I know at least two bad comedies in which two characters switch places by a strange twist of fate. Usually, the pattern is similar – an irresponsible party-goer, puts himself in the shoes of a well-educated and well-to-do leader, confusing his co-workers with his changed way of being.

➡️ What if two well-educated, successful specialists swapped their area of responsibility and duties?

I hear about this management model more and more often from the leaders I talk to as part of the recruitment processes. Well, taking the risk of errors and shortcomings, because they have the right to appear, they reshuffle positions within the teams they run. There are several assumptions for using the model:

🔆 A specialist in an unknown area will approach the topic creatively, perhaps even innovatively, will pay attention to other conditions and aspects than a person who knows the subject from the inside out and often works schematically.
🔆 Specialists receive the opportunity to develop in completely new areas.
They learn from each other and support each other in carrying out tasks.
🔆 Continuity of work and project implementation is guaranteed in the event of illness, vacation or employee departure.

➡️ What side effects can there be?
Decreased team performance, mistakes made, or unwillingness of employees to change. Nevertheless, when I ask leaders about the result of this experiment, they most often say that it is a fantastic experience for each party, including them, and the results in the business dimension are at least satisfactory.

Do you use or participate in this developmental procedure? What are the results?

Monika Ciesielska
President at IMSA Search Global Partners. An experienced consultant in the recruitment of the management staff, including board members, and a leader of the recruiting team in the IT/Tech area. Enthusiast of digital transformation of HR processes. Podcaster at "Skrzydlaty HR" and "Top Leaders Club".
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