Strategic Guide to Job Rotation for Maximizing Employee Potential

Some of the biggest companies in the United States, like Allstate, H-E-B, Lockheed Martin Cigna, and Caterpillar, successfully use job rotation to help with issues like internal recruitment and upskilling [1]. For example, H-E-B offers a job rotation program called the School of Retail Leadership that allows any employee who wants to gain the skills needed to become an assistant store director [2].

Cigna offers a program for associates that allows them to complete three rotations within two years to improve their skills, better understand the business, gain leadership skills, grow their networks, and give back to the community [3]. Implementing job rotation in your organization can offer numerous benefits for both your employees and your company, ranging from increased employee engagement and happiness to improved productivity and employee retention.

What is job rotation?

Job rotation is a business practice that allows employees to work in different positions and departments within an organization. Time spent in the new departments and positions is typically temporary, and the moves are usually lateral. However, they can eventually lead to promotions.

These types of programs benefit both your employees and your organization. Employees might learn new skills, learn more about the company culture and operations, see the business from a different perspective, and experience less stress and boredom. Your organization is often rewarded with increased productivity, employee engagement, and retention.

Read more: Top Strategies for Retaining Talent Today

What are some examples of job rotation?

An example of job rotation is when a tech company has its software developers work in customer service for a while to understand better how users interact with their products. Another example is a nurse who works in a hospital's emergency department and occasionally picks up shifts in another department to help them stay motivated and satisfied at work. In a retail store, a manager might have a new employee spend time working as a cashier, stock clerk, and customer service representative to become more familiar with store operations.

Often, job rotation programs are lateral or horizontal, meaning employees work in other positions within their own hierarchical level and typically earn the same pay as they would in their original roles. Occasionally, employees may participate in a vertical job retention program that allows them to experience jobs below or above their current hierarchical level. For example, a manager may work as an entry-level employee to better understand what their staff does, or a lower-level employee may take on some management duties to help build leadership skills and eventually seek a promotion.

While those job rotation programs are usually temporary, some organizations may implement a more permanent cyclical one. For example, a manufacturing company may have its employees regularly rotate through different roles, like assembly and quality control, to have well-rounded skills, a better understanding of operations, increased health and safety measures, and the flexibility to fill in gaps as needed.

What are the pros and cons of job rotation? 

When implemented successfully, job rotation can benefit your organization and employees simultaneously. Some of the advantages might include:

• Employees are more engaged with your organization.

• Employees do not become bored or unsatisfied with their roles.

• Employees often develop new human and technical skills.

• Employees who work in stressful or strenuous situations may get relief from those roles.

• Employees gain a better understanding of your company's culture and operations.

• Employees may learn new skills that help increase productivity.

• Investing in your employees may lead to stronger recruitment and increased employee retention.

• You may discover that certain employees are better suited for specific roles.

• You may find that some employees are well-suited for promotions rather than relying on external hires.

• When certain employees are out sick or quit, you have more flexibility within your staff.

However, job rotation is better for some organizations compared to others. Occasionally, you may find that the negatives outweigh the positives. Some of the disadvantages of job rotation programs include:

• Learning curves can be expensive and time-consuming for your organization. 

• Learning curves also leave more room for error and decreased productivity. 

• Some employees may not want to participate and become angry if forced to do so. 

• Job rotation is not feasible across all industries. For example, in health care, an X-ray tech likely can’t do a rotation as a doctor.

What organizations can benefit from job rotation? 

Job rotations can benefit numerous organizations across many industries. It's an option to consider if you meet any of the following criteria:

• You're interested in increasing internal recruitment and looking for ways to upskill your employees.

• You often find yourself hiring temporary workers or contractors to fill roles.

• You're in an industry that doesn't require specialized workers with years of education and training in a specific area.

• You can afford the time and money required to implement a program correctly and consistently.

• You need to increase your employee retention and engagement numbers.

• You're looking for ways to show your employees you're invested in their future.

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How to implement a job rotation program in your organization

You can customize a job rotation program to suit the structure and needs of your business. The following steps can help you plan for and implement job rotation:

Step 1: Establish a goal.  Before implementing job rotation within your organization, create a clear goal. Determine your reason for starting a program, such as upskilling your employees, creating flexibility among your workforce, or preparing current staff members for leadership roles.

Step 2: Get everyone on board. Once you've established your goal, get your employees, managers, and supervisors on board. Consider which jobs and departments you want to include and how long each rotation will last.

Ask them what they'd like in a job rotation program. Do they want to learn new skills to advance their careers? Are they ready for something more challenging than their current roles? Is it time to scale back and try a less demanding position? Throughout the entire process, remain transparent and communicate regularly with your employees.

Step 3: Implement a well-defined program. Determine what criteria an employee must meet to participate in the program. When implementing the program, ensure you're willing to provide your employees with the necessary training and support. A learning curve is almost always a part of job rotation. Ensure you have a well-defined plan that you use consistently so that everyone receives fair treatment, and update or create accurate job descriptions to make the process even more transparent.

Step 4: Measure your success. Finally, ensure you have a plan to measure the program's success. Determine your key performance indicators—anything from regular feedback from your department managers and employees to actual numbers, like the percentage of increased employee engagement or retention you experience over a certain period. You'll typically want to assess the program annually.

Read more: Beginner’s Guide to Conducting a Training Needs Assessment

Getting started with Coursera

Job rotation—giving employees opportunities to switch roles—is a management technique to boost employee engagement and upskill the workforce. It's one way to help your employees develop skills and build collaboration at work. Professional development also includes providing your staff access to educational tools, like online courses.

On Coursera, you'll find thousands of courses developed for numerous industries and job types. Offered by some of the top schools and businesses in the world, these courses can help you and your employees learn new skills and improve upon old ones. Career Academy from Coursera features a curated catalog of guided tutorials and projects focused on high-value digital skills and tools, from industry leaders like Google, Salesforce, Intuit, Meta, and Ashok Leyland, among many others. Explore Coursera for Business to learn how to provide the technology training your business needs to be competitive.

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