Implement a Job Rotation Program
Develop and engage the workforce by giving employees opportunities to broaden their experience across the organization.
- The development and administration of job rotation programs is resource intensive, making it difficult for HR to manage the program on top of already heavy workloads.
- A successful job rotation program must be clearly tied to organizational strategies to gain buy-in from leadership.
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Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Job rotation programs are an effective way to attract, motivate, develop, and retain employees. By providing employees with a broader perspective of the organization, these programs increase engagement, reduce boredom, develop critical skills, and enable the organization to more easily identify candidates for succession planning.
Impact and Result
- Develop a successful job rotation program that is aligned with strategic objectives and designed to suit the organization’s particular capacity and needs.
- Implement a robust and strategically aligned job rotation program to develop and retain talent.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 5-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Develop the job rotation strategy
- Call 1: Discuss how to align your job rotation program with your organizational strategy, including workforce planning.
- Call 2: Discuss which metrics to select and how to track them.
Guided Implementation 2: Design the job rotation program to support the strategy
- Call 1: Discuss which positions should be part of the job rotation program, including whether any new positions should be created.
- Call 2: Discuss how long job rotations should last, in light of how they relate to strategic objectives.
Guided Implementation 3: Operationalize the job rotation program
- Call 1: Discuss the application and selection process.
- Call 2: Discuss best practices around performance management to ensure the success of your job rotation program.
Guided Implementation 4: Communicate and implement
- Call 1: Discuss strategies for communicating your job rotation program both internally and externally.
- Call 2: Discuss how to handle manager push-back and address their concerns.
Guided Implementation 5: Follow up and measure progress
- Call 1: Discuss how to adjust program goals after reviewing metrics and progress to date.
Contributors
- Paul Boston, President, Actus Performance Inc.
- Troy Paison-Caiani, Talent Management Professional and Research Associate, Integral Talent Systems Inc.
- Sara Beth Collins, Leadership and Development Specialist, Worthington Industries
- Angie Pignatiello, Manager, Learning & Development, Loblaws Companies Limited
- Dr. John Sullivan, Professor, Corporate Speaker and Advisor
- Senior HR Practitioner, Previously in the Telecommunications Industry
- Senior HR Practitioner, Previously in the Financial Services Industry
- Senior HR Consultant, Financial Firm
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