Employees who feel stalled in their careers are more inclined to quit. Job-rotation programs that help employees learn new skills can convince employees they don’t have to jump ship to keep advancing. Effective job-rotation programs are positioned as formal opportunities for career development.
Here’s how to make it work:
- Make it voluntary. Employees should perceive job rotation as a favorable option for them to consider. Decide if job-rotation assignments will be up for bid, assigned or must be sought out.
- Define development goals. Establish the skills you’re seeking to enhance by placing an employee into the job rotation process. Supplement the rotation with specific training and management coaching.
- Build-in flexibility. Some organizations rotate employees too quickly early in their careers and too slowly in later career stages.
Job rotation can be a good way to reduce job plateaus by adding new energy to employees’ work. Consider half-day or project-based rotations that don’t require a formal shift in location and managers.