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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Lack of development, movement, and opportunities across the organization for employees can lead to:

  • Pressure on HR to address these issues with cost-effective, value-adding initiatives.
  • Employee boredom and unsatisfying career plateaus.
  • Decreased job motivation.
  • Poor engagement survey scores on the development driver.
  • Decreased innovation in business products and services.
  • Increased voluntary turnover, which results in high costs for the business.

A well-developed and implemented job rotation program can:

  • Enhance employee development and create opportunities for employees to move across the organization.
  • Increase employee engagement scores on the development driver.
  • Attract and retain Gen Ys.
  • Support interdepartmental collaboration.
  • Support succession planning and leadership development initiatives.
  • Improve the quality of business processes and services.

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.

Activities: Outputs:
1.1 Determine if employees, HR, and the business are dealing with pain points.
  • Identified pain points
1.2 Discuss what barriers to the implementation of a job rotation program are anticipated.
  • Identified barriers and solutions to address them
1.3 Determine the organization's suitability for a job rotation program.
  • Identified suitability for a job rotation program
1.4 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.

Activities: Outputs:
2.1 Identify KPIs to gauge the success of the job rotation program.
  • List of KPIs and how to track them
2.2 Get stakeholder approval buy-in to move forward with program development.
  • Received stakeholder buy-in
2.3 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.

Activities: Outputs:
3.1 Develop a communication plan for managers.
  • Completed communication plan
3.2 Set up interview guides.
  • Completed interview guides
3.3 Identify potential job rotation buddies.
  • List of job rotation buddies
3.4 Determine feedback collection strategies.
  • List of collection methods
3.5 Review rewards and assessment for managers.
  • List of ideas to motivate managers in the program

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