Job rotations and stretch assignments allow employees to grow and learn within the organisation and exposes them to new aspects of the new environment.
Here are 5 factors to consider in providing support and resources to make it work:
1. Tools of the trade
Before embarking on the new role, ensure that employees have the relevant tools and materials. For instance, ensure that there is a work desk allocated to the employee if it is a desk job so that they will have a place to sit during their temporary job role.
2. Gain buy-in from upper management
All leaders and stakeholders should see the organisation’s sustainability and employee development as a responsibility. When employees see the commitment and support of the key leaders, organisational change can then happen. Employees will then view job rotation and stretch assignments as an investment in them.
3. Link to the company’s bottom line
There is a need to link development assignments such as stretch assignments and job rotations to the company’s bottom line. State upfront what the business impact of such assignments are and their strategic importance. When employees see what’s in it for them, they will be motivated to achieve the goals.
4. Ensure follow-up
There is a need to ensure a follow-through by creating and adhering to an implementation and oversight structure for all development assignments. Ideally, there should be a staff who is appointed to oversee this programme, who may or may not be working in the human resources department.
5. Build a community of support
Create a support group for employees where they can share experiences, gain perspectives, exchange ideas, etc. There should be opportunities for interaction and support between the employees.