What is a Seconded Employee?

Let's imagine you're a valuable employee at your company. Suddenly, your manager calls you into their office. They're not firing you, nor are they giving you an award. Instead, they have another opportunity for you—an opportunity to temporarily work for a different company. This process is known as "secondment," and when you, as an employee, take on this new role, you become a seconded employee.

A seconded employee is someone who has been temporarily loaned out by their employer to another organization. This can be within the same industry or in an entirely different sector. The idea is to share your specific skills or expertise, helping the host organization for a certain period while you can learn and experience new things.

Purpose of Secondment

Secondment is much more than just a temporary assignment. It serves multiple purposes both for the individual employee and the organizations involved.

For the Employee

1. Skill Enhancement: Working in a different environment can give you new skills and perspectives. It's an opportunity to apply your existing skills in a different context or pick up new ones on the way.

2. Professional Networks: Being seconded often means you'll be meeting new professionals and experts in your field. Building a broader network can be invaluable for future career opportunities.

3. Career Development: A new setting could mean new responsibilities and challenges. Successfully navigating these can make you more marketable within your own company when you return.

For the Employer

1. Relationship Building: If the secondment involves another company, it's an excellent way for your organization to strengthen its relationship with that company. This can open doors for future collaborations or partnerships.

2. Workforce Flexibility: Sometimes companies may face temporary skills shortages. Sending an employee on secondment can be a solution to this challenge without long-term commitments.

3. Employee Retention: Offering secondment opportunities can be a great way to engage employees and keep them loyal to the company. It breaks the routine and offers a change of scenery that can be mentally refreshing.

How Secondment Works

Initiation

Secondment usually starts with an agreement between the employee’s employer and the host organization. Both parties will discuss the specific roles, duration, and purpose of the secondment. This would often involve:

1. Contractual Agreements: These agreements outline the terms of the secondment. They will specify the length of the assignment, responsibilities, and any other pertinent details.

2. Approval: Typically, an employee cannot be seconded without their consent. Both employer and employee must agree on the terms. Occasionally, employees may request a secondment as part of their career development plan.

Transition

When the secondment begins, the seconded employee will transition to the host organization. The host company will usually provide an induction process to help the employee understand their new role and responsibilities. During this period, the employee might still report to their original employer but their day-to-day tasks will be dictated by the host organization.

Responsibilities

The seconded employee will typically have a clear understanding of their role at the host company. While the tasks may vary, the aim is to make a tangible contribution to the host organization. The employing organization might require regular updates on the progress and contributions being made.

Duration

The length of a secondment can vary significantly, from just a few weeks to several years. It usually depends on the objectives set out in the initial agreements.

Returning

Once the secondment period ends, the employee returns to their original organization. Sometimes, the skills and knowledge gained during the secondment can lead to promotions or new roles within the original company.

Companies Practicing Secondment

Several well-known companies practice secondment as part of their talent management strategy.

For instance, IBM often allows its employees to take secondment opportunities to explore new projects and markets. Likewise, Shell uses secondment as a way to develop their talent pool by exposing them to different global markets and environments.

Legal Considerations

Before entering into any secondment arrangement, it's important to consider the legal aspects involved. The original employer, the host organization, and the seconded employee need to agree on several legal factors:

1. Employment Status: Clarifying whether the seconded employee remains an employee of the original employer or becomes an employee of the host organization is crucial.

2. Benefits and Salary: Determining which organization is responsible for salary payments, benefits, and other compensations during the secondment period.

3. Intellectual Property: Defining who owns any intellectual property created by the seconded employee during the secondment.

4. Confidentiality: Ensuring that confidentiality agreements are in place to protect proprietary information of both companies involved.

Secondment is an excellent opportunity for everyone involved—the employee gains new skills and experiences, the original employer gets a more skilled and engaged worker upon their return, and the host organization benefits from the employee's expertise. It's a win-win situation that can significantly impact professional and organizational growth.

So next time if you find yourself offered a secondment, consider it as a journey—a journey towards growth. Whether you are an employee looking for new challenges, an employer seeking ways to boost employee satisfaction, or an organization in need of temporary skills, secondment could be the answer.