A job secondment is a temporary assignment where an employee, or secondee, is moved to a different role either within their company or to a separate organization. The arrangement is formalized through a secondment agreement, which outlines the duration, responsibilities, and reporting structure. Throughout the assignment, the employee remains on their original employer’s payroll and is expected to return to their position once it concludes. This allows an individual to gain new experiences and skills without formally leaving their job.
What is a Job Secondment?
Secondments are categorized into two main types. An internal secondment moves an employee to a different department or project within the same company, such as a marketing specialist joining a product team for a launch. This helps employees understand different facets of the business and build internal relationships.
An external secondment assigns an employee to work for a separate entity, like a client, partner, or non-profit. For example, a corporate lawyer could be seconded to a client’s in-house legal team. These arrangements broaden professional experience and can strengthen inter-company relationships.
Why Companies Offer Secondments
Organizations use secondments for talent management and operational flexibility. A primary driver is to fill temporary skill or knowledge gaps within a team or on a specific project. This allows a company to leverage its internal talent to address immediate needs without a lengthy external hiring process.
Secondments are also a method for employee development. By placing employees in new roles, companies help them build new competencies and gain a broader understanding of the business. This experience prepares them for future leadership positions and increases their overall value to the organization. The fresh perspectives a seconded employee brings back can also foster innovation.
External secondments also serve to strengthen relationships with clients and partners. Placing an employee within a partner’s organization can enhance collaboration and lead to a deeper understanding of their operations. Secondments function as a retention tool, as offering growth opportunities can increase job satisfaction and loyalty.
Benefits of a Secondment for Employees
For an employee, a secondment offers professional growth without the risk of leaving a stable job. The primary advantage is the development of new skills and experiences. Working in a different department or organization exposes an individual to new processes, technologies, and challenges, enhancing their resume and professional capabilities.
A secondment provides a low-risk way to explore a different career path. An employee curious about another field, such as a finance analyst interested in data science, can test the waters through a temporary assignment. This allows them to make a more informed decision about their long-term career goals.
These assignments are also for expanding a professional network. Working alongside new colleagues allows an employee to build relationships that can be valuable for future career opportunities. Increased visibility within one’s own company or a partner organization can open doors to promotions and can renew an employee’s motivation by providing new challenges.
Potential Risks and Considerations
While beneficial, secondments come with potential challenges for both the employee and the employer. For the employee, there can be a sense of disconnection from their home team and company culture. Integrating into a new team while knowing the arrangement is temporary can be difficult, and the work in the host role may not align with expectations.
Upon returning, reintegration can be a hurdle. The employee’s original role may have changed, or they may find it difficult to readjust after their experience away. There is also the risk that new skills acquired may not be directly applicable to their old position.
From the employer’s perspective, the primary disruption is the temporary loss of a team member, which can impact productivity. Finding a suitable backfill for the seconded employee also adds an administrative burden.
How to Secure a Secondment
Securing a secondment begins with research and proactive communication. First, investigate if your company has a formal secondment program or policy. These structured programs, often managed by HR, provide a clear pathway and application process.
If a formal program doesn’t exist, express interest to a direct manager or HR representative. It is helpful to frame the request by highlighting the mutual benefits. Explain how the new skills and experiences gained will add value to the team and organization upon your return.
Networking is another effective strategy. Building relationships with managers in other departments can help identify potential openings that are not formally advertised. By understanding the needs of other teams, you can position yourself as a solution to a specific problem or project.
What Happens After a Secondment Ends?
The conclusion of a secondment involves the employee returning to their original role with new skills and perspectives. A debriefing session with their manager and HR is a common practice to discuss the experience and how to leverage their new capabilities.
In some cases, a successful secondment can lead to new opportunities. If a vacancy exists in the host team and there is a mutual interest, the temporary assignment might convert into a permanent transfer. This provides a clear career progression path that was validated by the secondment experience.
Alternatively, an employee might use their enhanced skill set to pursue a different role within the company or elsewhere. The experience can make them a more competitive candidate for promotions or other advanced positions.