Job shadowing is a powerful tool that can be used to gain insight into a particular job or career path. It involves following and observing an experienced professional in their workplace for a short period of time. This allows the job-shadowing participant or shadow to learn about the responsibilities, skills and work environment associated with a specific profession. However, job shadowing experiences differ from sector to sector, depending on the type of job and the shadows themselves. In this article, we will explore which type of job shadowing works best and for whom?
According to Anil Gaur, group CPO, Akums Pharmaceuticals, in the manufacturing industry, people development is one of the four pillars, other than quality control, lean manufacturing and supply chain management and therefore customising programmes for employees’ needs is important.
“Skill development and capability upliftment, of both existing and new hires, is essential, and job shadowing can be a useful tool in career progression and succession planning,” emphasises Gaur.
Structured job shadowing
“Skill development and capability upliftment, of both existing and new hires, is essential, and job shadowing can be a useful tool in career progression and succession planning,”
Anil Gaur, group CPO, Akums Pharmaceuticals
When job shadowing follows a specific plan or schedule, it is called structured job shadowing. This type of job shadowing is organised by the employer or the training institution, and it typically includes a set of learning objectives or goals that the participant must achieve during the job-shadowing experience. The participants may also receive feedback from the professionals they are shadowing as well as from the employers or the training institution.
Structured job shadowing works best when the participants or shadows have a specific career path in mind and wish to gain a deeper understanding of the skills and knowledge required for that job. It is also useful for those who are transitioning to a new field or industry, as it can provide them with valuable insights into the day-to-day tasks and challenges associated with the job.
According to Ranjan Banerjee, group head – HR, Berger Paints, in corporations, the most effective type of job shadowing tends to be a structured, short-term programme that allows employees to observe and learn from experienced colleagues in different roles or departments.
Banerjee explains that this usually works best when it involves:
? Clear objectives and expectations: Banerjee enunciates, “Both the employee and the mentor should know what the goals of the job shadowing experience are and what is expected from each party.”
? Preparation and orientation: He also adds that providing background information about the role, the department, and the mentor can help the employee / shadow have a better understanding of the job they are shadowing and make the most of the experience.
? Active participation: “Encouraging the employees / shadows to ask questions, collaborate on projects, and actively engage in the work process helps them gain a deeper understanding of the role and responsibilities,” says Banerjee.
? Reflection and feedback: Banerjee says “At the end of the job-shadowing period, both the employee and the mentor should reflect on the experience, discuss what was learned, and provide feedback for improvement.”
? Follow-up and support: Finally, he adds providing ongoing support and resources, such as access to relevant training or workshops, can help the employee apply what they’ve learned from the job- shadowing experience to their own role or career development.
“Encouraging the employees / shadows to ask questions, collaborate on projects, and actively engage in the work process helps them gain a deeper understanding of the role and responsibilities.”
Ranjan Banerjee, group head – HR, Berger Paints
Informal job shadowing
Amit Sharma, CHRO, Volvo, believes, “Informal job shadowing in a workplace setting can be more effective because it allows the shadow to experience the real-life situations and challenges that the person they are shadowing is facing, in an unstructured environment”
Informal job shadowing does not follow a specific plan or schedule. Instead, it is a more casual approach that allows the participants / shadows to observe the professionals they are shadowing as they go about their daily tasks. Informal job shadowing is usually initiated by the participants, who may ask a friend or family member to introduce them to a professional in their field.
This type of shadowing works best when the participants are exploring different career options or are simply curious about a particular profession. It can provide them with a low-pressure environment to observe and ask questions without the expectations of achieving specific learning objectives.
Sharma points out that one of the benefits of informal job shadowing is that it provides the shadow with a more authentic and valuable learning experience.
He explains, “Compared to formal or structured job shadowing programmes, or virtual shadowing opportunities, informal job shadowing is far more effective.”
He reasons, “By being physically present in the workplace and observing how the person they are shadowing navigates real-life situations and challenges, the shadows can gain valuable insights into effective problem-solving techniques, communication skills, and other job-specific skills that may not be taught in a classroom or training programme.”
Additionally, informal job shadowing provides an opportunity for the shadow to ask questions, seek feedback, and receive guidance from their mentor in real time. This can help the shadows to gain a better understanding of the job requirements and expectations, as well as receive personalised advice on how to improve their own skills and performance.
“Compared to formal or structured job shadowing programmes, or virtual shadowing opportunities, informal job shadowing is far more effective.”
Amit Sharma, CHRO, Volvo
Virtual job shadowing
Virtual job shadowing, as the name suggests, takes place online. It has become increasingly popular in recent years, particularly post the COVID-19 pandemic. Virtual job shadowing typically involves video conferencing with a professional in a particular field, who then walks the participant through their workday and explains their tasks and responsibilities.
This works best when the participants are unable to physically visit the workplace due to geographical or other constraints. It is also useful for those who prefer to observe from the comfort of their own homes or offices.
Gaur also cites examples of surprise job-shadowing programmes, and how they can help develop skills and knowledge in various areas, including people management and decision-making.
He further says, job shadowing can be effective in other industries as well, such as aviation and hospitality. Overall, Gaur emphasises the importance of customised job shadowing programmes for effective employee development.”
The type of job shadowing that works best depends on the participants’ or shadows’ goals and preferences. Regardless of the type of job shadowing, it is important to approach the experience with an open mind and a willingness to learn.
