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> Reminds me of chatting with a director level manager at a fortune 500 firm. He was on vacation between assignments. When I asked why he was being reassigned h
by jhayward 8y ago
> Reminds me of chatting with a director level manager at a fortune 500 firm. He was on vacation between assignments. When I asked why he was being reassigned he said the company moves them around every 2-3 years.
This is a healthy practice in larger organizations. Not only does it avoid the concretion of personal politics but it exposes managers to a breadth of experience, which is useful if they are promoted. It also ensures that the organization has stretched its adaptation muscles regularly, and is not brittle in the event of personnel turnover.
- ethbro 8y agoWell put. Imho, it's especially important in businesses that are stable enough that it doesn't have to be done (e.g. utility, insurance). I saw functionally identical insurance companies with and without the practice. Those without were, every single time, more disfunctional and less likely to successfully deliver projects.
- Gibbon1 8y agoOne of the issues I found with the first company I worked at was because there was little turnover there wasn't a lot of horizontal knowledge transfer that you get at more dynamic companies. Meant their processes, technologies, etc were stale and getting more stale as time went on. Which is why I left. Best thing that happened to them was they let one of my utterly burned out coworker go, followed by exit of myself and another more sr engineer. Which forced them to hire three outsiders within a short span.