This sounds similar to the "tour of duty" concept of employment that Reid Hoffman wrote about (https://hbr.org/2013/06/tours-of-duty-the-new-employer-employee-c

This sounds similar to the "tour of duty" concept of employment that Reid Hoffman wrote about (https://hbr.org/2013/06/tours-of-duty-the-new-employer-employee-compact https://hbr.org/2013/06/tours-of-duty-the-new-employer-emplo...). It seems like a good idea and, if done right, could be a win-win for employers and employees. Unfortunately, very few companies can even make their annual performance evaluations work using baloney "SMART" goals, 360-reviews and whatever other bullshit HR dogma they're attempting. Pop-up teams (or tours of duty) require a really fine ability to measure the value of individuals and understand their strengths and weaknesses. I just don't see how that kind nuance is remotely possible in most workplaces. The chances are more than very high that pop-ups are just going to end up being heavily loaded with asshole-driven project managers and hapless line workers who get jerked around until they quit.