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Implement a Job Rotation Program to Engage and Develop the Workforce

Job rotation is not just a tool for employee development, but a tool for increasing organizational performance through innovation and collaboration.


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  • Dr. John Sullivan, Professor, Corporate Speaker and Advisor
  • Paul Boston, President, Actus Performance Inc.
  • Troy Paison-Caiani,Talent Management Professional and Research Associate
  • Senior HR Practitioner, Previously in the Telecommunications Industry
  • Senior HR Practitioner, Previously in the Financial Services Industry
  • Senior HR Consultant, Financial Firm
  • Angie Pignatiello, Manager, Learning & Development, Loblaws Companies Limited

Your Challenge

  • Organizations are finding an increasing demand from their employees for opportunities to develop their skills and move around the organization for more experiences. A job rotation program would be able to address both issues in one unique initiative.
  • Job rotation programs can be difficult to develop and administer. Most HR departments are too busy with the day-to-day operations and they do not have time to develop a program. In addition, it can be difficult to get managers' buy-in and support.
  • Without meeting these needs, organizations face risks of increased costs from employee turnover and disengagement, lack of motivation from employees which negatively impacts innovation in business processes and services, and a lost opportunity to specifically attract and retain candidates from the Gen Y labor pool.

Our Advice

Critical Insight

  • Job rotation programs are a unique development tool for employees. Organizations who had a high development score in their engagement surveys were 1.5 times more likely to retain their employees than organizations with low development scores.
  • 44% of respondents in McLean & Company’s 2014 HR Trends and Priorities Survey listed internal talent mobility as a top priority. Within the next two years, 55% of respondents will have a program in place within their organization. However, only 30% of respondents rated internal talent mobility as one of their most effective HR areas.
  • McLean & Company’s six-step process has been designed to help you develop and implement a functional job rotation program by covering job rotation suitability, strategy and program guidelines development, effective communication procedures, efficient operationalization, and how to follow up for success.

Impact and Result

  • Improve employee engagement and increase development opportunities.
  • Enhance business innovation and collaboration through the provision of new experiences for employees.
  • Reduce costs from voluntary turnover and help retain key employees.

Research & Tools

1. Assess if job rotation is right for the organization

Understand what requirements the organization must meet before implementing a program.

2. Develop the job rotation strategy

Define the direction and mission of the program.

3. Design the job rotation program to support the strategy

Set program guidelines for implementation.

4. Communicate the job rotation program

Inform employees about the program and get all groups' buy-in.

6. Follow up and measure success

Demonstrate value of the job rotation program.

Guided Implementations

This guided implementation is a four call advisory process.

Call #1 - Review your stakeholder presentation

Our advisors will review your stakeholder slide presentation, and discuss how to get stakeholders on board for the program.

Call #2 - Review your program strategy and design

Analysts will discuss your program strategy and design guidelines, and recommend ways to optimize strategy support.

Call #3 - Discuss the progress of operationalization

We will review updates of program feedback and results after program implementation, and recommend course correcting actions.

Call #4 - Discuss where to make program adjustments

Advisors will help you develop a plan to leverage feedback and improve the performance of the program based on results.

Onsite Workshop

Discuss This Workshop

Book Your Workshop

Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Overview and Strategy for Job Rotation

The Purpose

  • Workshop introduction.
  • Introduction to job rotation.
  • Determine pain points job rotation will address.
  • Determine suitability of a job rotation program.
  • Set program strategy.

Key Benefits Achieved

  • Identified pain points.
  • Plan to handle job rotation barriers.
  • Organization suitability assessment results.
  • Well-defined job rotation strategy.




Determine if employees, HR, and the business are dealing with pain points.

  • Identified pain points

Discuss what barriers to the implementation of a job rotation program are anticipated.

  • Identified barriers and solutions to address them

Determine the organization's suitability for a job rotation program.

  • Identified suitability for a job rotation program

Develop the program strategy.

  • Completed job rotation program strategy

Module 2: Develop the Job Rotation Program

The Purpose

  • Determine KPIs to track.
  • Design program guidelines.
  • Clarify roles.

Key Benefits Achieved

  • Job rotation KPIs determined.
  • Prepared stakeholder presentation.
  • Established program guidelines.




Identify KPIs to gauge the success of the job rotation program.

  • List of KPIs and how to track them

Get stakeholder approval buy-in to move forward with program development.

  • Received stakeholder buy-in

Design the job rotation program with the development of key guidelines.

  • Developed program guidelines

Module 3: Operationalize Job Rotation

The Purpose

  • Determine a communication strategy.
  • Understand the interview process.
  • Review how to develop job rotation plans for rotatees.
  • Next steps after rotation.
  • Determine feedback and follow-up strategy.

Key Benefits Achieved

  • Completed communication plan.
  • Interview guides with competencies, questions, and assessment criteria.
  • Identification of buddies.
  • Feedback strategy with assessments.




Develop a communication plan for managers.

  • Completed communication plan

Set up interview guides.

  • Completed interview guides

Identify potential job rotation buddies.

  • List of job rotation buddies

Determine feedback collection strategies.

  • List of collection methods

Review rewards and assessment for managers.

  • List of ideas to motivate managers in the program

Search Code: 74336
Published: March 3, 2014
Last Revised: July 28, 2014