Planning and Implementing Successful Job Rotation

Planning is crucial in job rotation. Do not implement job rotation just because other organizations are doing the same. Find out whether job rotation would actually benefit your employees or not. The nature of business also plays an important role in deciding whether job rotation would be beneficial to the organization or not. For example, the concept of job rotation would not be very effective in manufacturing organizations where every department needs skilled employees with detailed knowledge of every process.

The first and the foremost thing to understand before implementing job rotation is whether your employees would benefit out of the process or not? Sit with your team members and discuss how comfortable are they with the idea of working on a different assignment with new people for a certain period of time? Remember, employee’s consent is the most important thing. Simply imposing the concept of job rotation on them would result in a nightmare.

Do not take decisions on your own. Employees need to be involved in the process and let them also decide and understand as to how job rotation will help them upgrade their skills and also increase their productivity. You really do not need to push too hard if employees on their own understand the benefits and importance of job rotation.

Once individuals are okay with the process of job rotation, the next most important thing is to decide which all employees would be eligible for the same. Work would suffer if all the employees are sent for job rotation. As a superior, one needs to know his team members well and who all actually deserve to be a part of this process and would be able to do justice in a new role and also learn from the same. Introverts who are just bothered with their own work and nothing else would be a wrong choice for job rotation. Hand-pick personally and very carefully individuals who deserve to be groomed further. Remember, the effectiveness of a process is at question if it does not earn revenues for the organization or increase the productivity of employees and the same applies to job rotation as well.

Do not simply send the employees to any department you feel like. Find out whether the individual concerned is actually interested to work in a particular department or not? Discuss with the employee at every step. Make sure the other person does not face any problem working in a new team. Analyze as to how this new initiative would not only benefit individuals in their respective careers but also the organization. As a superior, if you are sending one of your team members to try his skills in a new domain, it is your responsibility to formally introduce the employee to the members of the new department.

In job rotation, employees are expected to learn and upgrade their skills and not create miracles. Do not expect people to yield results overnight. Trust me, there is no magical wand. You also need to guide them at every step. Find out if they are enjoying the same and actually learning anything or not? Do not be after their life if they are not be able to perform in a new process. After all that is not their expertise.Counseling is essential at every step. Make sure you share honest and correct feedbacks with the employee concerned. If at all the other person is not enjoying, try to convince once, else call him/her back.

Employees ought not to be asked to work beyond their regular work for a very long time. In such a case, they lose interest in organization. The duration can be anything between three to maximum six months and not beyond that. Do not forget to take the feedback of employees once they are done with the process of job rotation. Ask them to share their experiences with their fellow workers. Do not forget to appreciate them for their initiative.