The 4 Tips You Need to Implement Job Rotation Programmes Successfully

A job rotation programme moves employees through various positions within the company. 

It is not just a tool for employee development, but it helps to improve employee morale and retention as it promotes career growth opportunities within the organisation.
Here are 5 tips to follow if you are new to job rotation:
1. Define the objectives for the job rotation

The first step in any job rotation will be to define what is the purpose for the programme. What does the organisation hopes to achieve? Which departments or employees will be involved? The goal of the job rotation determines what job changes there will be. For instance, will the job rotation prepare the employee for a move into a leadership position, or will the job rotation create additional help for positions that require backup when the employee goes for vacation leave?

2. Design a plan for success

Think about the structure, duration and programme size. Start from a single project first to minimise disruptions in the work environment. Implementing it within a single department means that you can discover what works and the obstacles faced by the employees before refining the plan for other employees. The duration of the job rotation should not be too short that prevents the employee from learning the required skills and knowledge fully or too long that it appears that there is no fixed plan for them.

3. Include mentoring as a support scheme
Mentoring is an essential component of any job rotation programmes. It can be daunting for employees venturing into new roles and unknown territory. Mentors can explain the responsibilities of the new role and help develop the skills required for success for the employee. Mentoring increases learning retention: With mentoring managerial productivity increased by 88% verses 24% with training alone. (ASTD)
4. Measure success
There is a need to identify measures to evaluate the success of the job rotation programme. Gathering feedback from the employee, mentors and other work staff who are directly involved in the job rotation gives you insights on the areas of improvement. Providing regular feedback to employees in the course of the job rotation is also a motivation boost as it guides them on the right path. A comparison of the knowledge and skills before and after the job rotation can be helpful for not only the employee, but may provide the human resources department with ways to enrich job scopes and learning at work.


New Call-to-action


Related Post:

National Giving Week: 5 Brilliant Ways Companies can Give Back to the Community

A study shows that 75% of employees who volunteer through work report feeling better about their employer.   Beyond work...

How to Create a Conducive Workplace for Transfer of Learning

Learning is an important aspect of any training programme. However, equally important is encouraging your employees to u...

10 Practical Strategies for Transferring Knowledge at the Workplace

Knowledge transfer is the process of transferring specialised knowledge from one person or group to others.