Job Exchanges: A Way to Boost Workforce Retention, Development & Flexibility?

A recent Fast Company article lauds the job exchange program developed by a Virginia county government institution as a way to address a host of talent management challenges -- from employee retention and development to succession planning and inter-department cooperation.  The program, which was born of the desire to try something radical, is now in its fifth year.

According to the article:

An endless combination of special projects, committee assignments, internships, job shadows and stair-step swaps provides people variety and broadens their professional experience.  From these exchanges people gain insight larger than any single job offers.  Upon return, they inevitably inject fresh views into their existing departments.  Some people also find better jobs, giving someone else a chance to grow into the job they had.

The article also tells of several success stories, including:

Take the case of the custodian deemed to be doing a crappy job.  In his evaluation, it was also noted he was great at talking with people.  The department and HR discussed options to probation.  His supervisor was thrilled to have a chance to, even temporarily, backfill his job with someone else and the custodian welcomed the chance to prove he was a good fit in another department.  After six months he was moved permanently into social services where he began training to become a case aide.  Now he's a successful, happy, and helpful social worker. 

And ...

During a crucial budgeting season, thecounty couldn't fill accounting jobs fast enough.  The supervisor listed the foundation skills needed for the position and the HR team went to work seeing if they could find people in-house.  Within a week, they found two qualified people voicing interest in an exchange.  One was in grounds maintenance and the other was running after-school programs.  Each was brought in for six months.  One liked the new role and eventually took it full-time.  The other hated the job, realizing he never wanted to work in accounting again.  However, the people he worked with were impressed with his initiative to step outside his previous role and it eventually led to a new job better suited for him.

The article also highlights some administrative and procedural details, which are helpful to note for anyone considering a similar program:

• Most exchanges are full-time and last six months.
• Employees don't get a pay change unless they're in a new role for more than six months.
• About 30% of exchanges have led to promotions or permanent changes within the organization.
• Exchanges aren't always employee-driven; sometimes when a big project or critical job opens up, "the people in HR get nosy!"

In a time when limitations to advancement within an organization can be seen as a liability, this job exchange program provides interesting food for thought!

Comments

[bruce]

This is a terrific idea! What a terrific way to fight burnout.

[Ann Bares]

Bruce:

I thought so, too. Thanks for sharing a comment!