'Lifting and Shifting' Workers is Not Always the Best Answer In today's fast-paced business world, companies are constantly seeking ways to optimize their workforce and adapt to changing needs. One common strategy is "lifting and shifting" - the practice of transferring employees between roles or departments within an organization. While this approach can offer certain advantages, it is not always the most effective solution, and can in fact create new challenges for both the company and its workers. The concept of lifting and shifting stems from a desire for efficiency and flexibility. By moving employees between positions, businesses can potentially leverage existing skills and experience, address short-term staffing needs, and provide development opportunities for their talent. In theory, this allows organizations to be more agile and responsive to evolving market demands. However, the reality is often more complex. When a single worker is transferred to a new role, they must adapt to different responsibilities, workflows, and team dynamics. This transition period can be disruptive, as the employee works to get up to speed and find their footing in the unfamiliar environment. Productivity may dip in the short term as they learn new systems and processes. The challenges multiply when entire teams are lifted and shifted together. While this approach can preserve established working relationships and accumulated knowledge, it can also introduce new coordination challenges. Integrating a pre-existing group into a different department or division requires careful planning and change management. Conflicts may arise as the team navigates organizational structures, reporting lines, and cultural differences. "The success of lifting and shifting really comes down to how well the transition is managed," explains Dr. Emily Chen, a organizational psychologist who has studied the impacts of workforce mobility. "Companies need to provide ample support, clear communication, and sufficient training to help workers adapt to their new roles. Otherwise, the disruption can outweigh any potential benefits." This sentiment is echoed by many HR professionals, who caution that ill-conceived shifting of personnel can have unintended consequences. "We've seen cases where lifting and shifting has led to a decline in employee morale, increased turnover, and even breakdowns in collaboration and information-sharing," says Jane Wilkins, head of talent management at a multinational tech firm. Indeed, research indicates that the effects of internal mobility can vary greatly depending on the specifics of each situation. A 2019 study published in the Journal of Organizational Behavior found that transfers resulting in role expansions tended to have a more positive impact on worker performance and engagement, compared to lateral moves or demotions. The study's authors suggested that opportunities for growth and development were key factors in determining the outcomes. Additionally, the broader organizational context plays a significant role. Companies with strong onboarding processes, robust training programs, and a culture of internal mobility tend to fare better when executing lift-and-shift strategies. Conversely, rigid hierarchies, siloed departments, and a lack of cross-training can exacerbate the challenges. "It's essential for leaders to view lifting and shifting through a holistic lens," advises Chen. "They need to consider not just the short-term operational needs, but also the long-term impacts on employee morale, knowledge retention, and overall organizational health." Some forward-thinking companies are exploring alternative approaches that aim to strike a better balance. Rather than reactive shifting, they are investing in building a more agile and adaptable workforce through practices like job rotations, secondments, and "gig" assignments. The goal is to foster a culture of continuous learning and skill development, so that workers are better equipped to navigate change. Ultimately, the decision to lift and shift employees should not be taken lightly. While it can be a useful tool in certain circumstances, it requires meticulous planning and execution to avoid unintended consequences. By prioritizing the needs and experiences of their workforce, companies can harness the benefits of internal mobility while mitigating the risks. In a rapidly evolving business landscape, a thoughtful, people-centric approach to workforce management may be the key to sustained success.