Rotation, is it good or not?

When it comes to "spinning", many people's first reaction may be to clap their hands and applaud.

After all, there are too many praises on the internet!

All-star lineup (it is said that IBM, Google, Huawei, Lenovo, JD.COM and other star companies have tried);

There is no end to fighting bureaucracy/departmentalism;

Being exposed to new things can make employees keep an empty cup mentality and realize all-round promotion from single ability to compound talents;

Employees learn and practice at the same time, except for the cost of trial and error, they don't need to spend any other money at all, which is much more cost-effective than subsidizing further study or training.

In detail, you have complained that children's shoes in other departments don't match. Since I have been complaining about my position before, can I improve teamwork without learning empathy?

Besides, staying in a position for too long is easy to form inertia and not make progress. How good rotation is is both an incentive and a reminder. Take a minute to see if you will be replaced by other colleagues. In this way, everyone's work efficiency and enthusiasm will be greatly improved.

But when it comes to practical application, many enterprises are dumb and have difficulties.

Like a little whale, a whale's friend. She was initially responsible for the shipment and delivery of the supply chain. In the past two years, the market has been depressed. In order to reduce the cost, the company cut the production line by half and the department was overstaffed. It happened that someone in the human resources department resigned and the position was vacant. The boss sees that she is an old employee, and she is also very diligent at ordinary times. With the notice of rotation, she was made HR, and she promised to be promoted to the manager of human resources department after a year of good performance.

She readily accepted the rotation arrangement, but after taking up her post, her psychological contrast was great.

Because the business is unfamiliar, no one answered, which added a lot of trouble to the company and departments. Later, she was transferred to be in charge of recruitment. Without special training, the telephone interview and on-site arrangement were in a hurry, and colleagues laughed at her behind her back. She resigned after less than 1 month. The boss felt humiliated and didn't keep him.

Another buddy, majoring in computer, just graduated two years ago. After three rotations, he moved from R&D to the operation department and later to the sales department.

In the third year, he jumped to a new company and told his rich experience. After listening, the interviewer only asked, "Which do you think is the most expert in R&D operation and sales?"

Young people feel that what they have learned is mostly superficial and their performance in sales is not satisfactory. He was questioned for a long time and could not speak. Later, he planned to do research and development again. But I haven't been in contact for 2 years, and my major is unfamiliar. It took him nearly 1 year to recover.

The above are two failure cases. Of course, there are also many people who cultivate themselves into "T" talents through job rotation.

For example, the former boss of Little Whale started as a code farmer and later became a consultant, CMO and chief operating officer. He plays everything well and has accumulated good experience and achievements in various fields.

Another example is Zeng Maojun, the current president of Wanda Cinema, who used to be an engineer. After he entered Wanda, he completed the gorgeous transformation from HRVP to the deputy general manager of the group's human resources department, and then to the company's directors and presidents. Cross-post positions have accumulated profound comprehensive management capabilities for them.

It is said that job transfer is a stepping stone to promotion, but it is still different from job transfer and promotion. Well, it seems a little far-fetched