Job Rotation, Facts and Spin

Allowing employees to move into roles in different areas of the company may seem like an inefficient practice – and a recipe for confusion. However, it can offer a company benefits.

According to a recent survey of finance professionals from Robert Half Management Resources, these benefits include giving staff broader exposure to the business, gaining fresh perspectives and enhancing professional development, succession planning, and recruiting and retention.

And yet, the survey found that most companies (56%) have yet to tap into these benefits by putting role rotation into practice.

Maybe this is just a matter of poor communication.

If executives are confused about whether role rotation is right for their team, Robert Half Management Resources recommends they talk to the following people:

Employees: Do staff members want the ability to move among different business units? A “yes” means employers should look more closely at offering these opportunities – and find out which rotational roles interest workers.

Line managers: Solicit recommendations from your department’s supervisors about potential job rotation candidates. Explain to managers the benefits of bringing in individuals from other parts of the business, and ask about the skills they would look for in these arrangements.

Consultants: Consulting and project professionals offer an external perspective and have observed what has worked at other firms. Tap their insights about how your organization could benefit from this type of program and best practices for implementation.

Network contacts: If your peers outside the company have overseen rotational opportunities, ask them about do’s and don’ts, benefits, and drawbacks.”

Job rotation makes sense. It alleviates boredom, exposes employees to new areas of the company, and brings disparate members of the organization closer together.

In other words, it works.

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