Is an employee sharing service necessary?
In whatever company a person works, over time, such a problem appears as a loss of interest in work.
One can argue with this, but I think the main reason for finding a new job is based on the need to change the situation, colleagues, the work itself, the location (territorial). It may be that you like the company, but if it is small and the rotation of personnel is ensured - in five years (someone earlier, someone later) even a very good employee will begin to think about this issue. Not necessarily he will leave or tell colleagues about it, but labor productivity will not be the same.
I think this situation will not suit both sides:
if the employee doesn’t leave, he will work half-heartedly (for example, spending time on the Internet :)), if he leaves, the employer will need to look for a decent shift (depending on the employee, this can be a long and expensive one).
To solve this problem, I propose to discuss the need (and opportunity) to create a service for the exchange of (possibly temporary) employees for companies (transfer).
The bottom line is: Company I :) for example (not the employee himself) exposes to it some "tired"
programmer who would like to work elsewhere, and indicates the period of change (or forever) and the necessary information about the employee. In companies G, R, M, ... :) such
specialists can also be found (and probably are) .
The employees exposed for the exchange together with the employer select the most appropriate vacancy in terms of level and interest from the ones presented, and with the consent of the parties, an exchange takes place.
This will give the parties the following advantages: 1) the employee will be able to change the situation for some time (six months, a year or two) and gain new experience, try himself in another company. As a result he
or he may be disappointed in other companies and continue to work happily for the rest of his life :) at his previous job (not wishing he had once tried to switch to ...), or if it was better somewhere, returning to make suggestions for improvement to the company of life. 2) the employer will not lose forever a valuable employee who just wanted to try something new, there will be no need to spend money on finding an equal employee, upon returning to the company new experience and knowledge will be brought, he will get a new employee for a while with a new, unencumbered look, with new ideas and approach to work.
This should not lead to a loss of internal information - after all, a person still needs to return. Moreover, such a probability will be much greater if a person leaves the company forever (especially offended) and these issues can be directly provided for in the contract (by the way, it should be concluded between the companies).
In case the employee "there" will like it very much and he will not want to return (if it was stipulated) - in the contract you can add a clause on major penalties to the receiving party.
In general, it is interesting to know your opinion on this issue, it is necessary - it is not necessary, why?
UPD: By the way, the exchange does not have to be limited to similar specialties / positions - you can change what is good and a lot of ones, to what is necessary. For example, if there are many programmers, one of them can be exchanged for a system administrator, manager, marketing specialist, designer from another specialized company. It will even be possible to purposefully train highly qualified specialists in the field in which the company is strong, and change them to specialists of another profession trained by other companies. There will be a normal market.
UPD2: Such an approach will allow the most effective way to use the “leaving” employee when selecting their successor (with direct interest): 1) they leave for good and there is no point in shitting, 2) no one knows better than they do the work they do and, accordingly, pick up a successor they’ll be more correct, 3) if they also come back - when choosing a bad receiver they will then rake up the consequences 4) each of them will probably be in touch with the old company helping her if necessary, 5) the exchange does not happen so sharply - accordingly There are naturally no time limits on the selection of a suitable candidate and there will be fewer mistakes made by newcomers in a new place, 6) given that colleagues even from different companies often communicate with each other (and even are friends) - it is possible to make a “friendly” exchange by their agreement :) - that eat quite well.
One can argue with this, but I think the main reason for finding a new job is based on the need to change the situation, colleagues, the work itself, the location (territorial). It may be that you like the company, but if it is small and the rotation of personnel is ensured - in five years (someone earlier, someone later) even a very good employee will begin to think about this issue. Not necessarily he will leave or tell colleagues about it, but labor productivity will not be the same.
I think this situation will not suit both sides:
if the employee doesn’t leave, he will work half-heartedly (for example, spending time on the Internet :)), if he leaves, the employer will need to look for a decent shift (depending on the employee, this can be a long and expensive one).
To solve this problem, I propose to discuss the need (and opportunity) to create a service for the exchange of (possibly temporary) employees for companies (transfer).
The bottom line is: Company I :) for example (not the employee himself) exposes to it some "tired"
programmer who would like to work elsewhere, and indicates the period of change (or forever) and the necessary information about the employee. In companies G, R, M, ... :) such
specialists can also be found (and probably are) .
The employees exposed for the exchange together with the employer select the most appropriate vacancy in terms of level and interest from the ones presented, and with the consent of the parties, an exchange takes place.
This will give the parties the following advantages: 1) the employee will be able to change the situation for some time (six months, a year or two) and gain new experience, try himself in another company. As a result he
or he may be disappointed in other companies and continue to work happily for the rest of his life :) at his previous job (not wishing he had once tried to switch to ...), or if it was better somewhere, returning to make suggestions for improvement to the company of life. 2) the employer will not lose forever a valuable employee who just wanted to try something new, there will be no need to spend money on finding an equal employee, upon returning to the company new experience and knowledge will be brought, he will get a new employee for a while with a new, unencumbered look, with new ideas and approach to work.
This should not lead to a loss of internal information - after all, a person still needs to return. Moreover, such a probability will be much greater if a person leaves the company forever (especially offended) and these issues can be directly provided for in the contract (by the way, it should be concluded between the companies).
In case the employee "there" will like it very much and he will not want to return (if it was stipulated) - in the contract you can add a clause on major penalties to the receiving party.
In general, it is interesting to know your opinion on this issue, it is necessary - it is not necessary, why?
UPD: By the way, the exchange does not have to be limited to similar specialties / positions - you can change what is good and a lot of ones, to what is necessary. For example, if there are many programmers, one of them can be exchanged for a system administrator, manager, marketing specialist, designer from another specialized company. It will even be possible to purposefully train highly qualified specialists in the field in which the company is strong, and change them to specialists of another profession trained by other companies. There will be a normal market.
UPD2: Such an approach will allow the most effective way to use the “leaving” employee when selecting their successor (with direct interest): 1) they leave for good and there is no point in shitting, 2) no one knows better than they do the work they do and, accordingly, pick up a successor they’ll be more correct, 3) if they also come back - when choosing a bad receiver they will then rake up the consequences 4) each of them will probably be in touch with the old company helping her if necessary, 5) the exchange does not happen so sharply - accordingly There are naturally no time limits on the selection of a suitable candidate and there will be fewer mistakes made by newcomers in a new place, 6) given that colleagues even from different companies often communicate with each other (and even are friends) - it is possible to make a “friendly” exchange by their agreement :) - that eat quite well.