Dear Workforce How Do We Formalize Job Rotation to Boost Retention?
• Ensure that an organizational need exists for the skill sets typically developed by rotation programs.
• Consider the relationship of the rotation program and other related HR initiatives (e.g., job enrichment).
• Link rotation with key business needs and/or core competencies.
• Ensure that key stakeholders agree with the program’s objectives.
• Ensure that positions support the targeted program objectives (e.g., learning objectives).
• Identify the developmental opportunities each job assignment provides.
• Create tailored developmental goals for rotation participants.
• Customize rotation timelines based on the time needed to achieve developmental benefits.
• Ensure rotated employees are given appropriate work.
• Ensure compensation is equitable and motivating but not overly inflated.
• Design communications to achieve stakeholder buy-in, share information appropriately and align messages.
• Measure program performance against goals; demonstrate that rotation has a direct, value-added impact.
• Decrease workload costs by managing rotation timing, and keep rotation time frames flexible.
• Decrease “learning curve” costs by establishing and following clear operating procedures.
• Bill costs to managers that use the rotation program, if possible.
• Plan post-rotation program assignments, being sure to avoid underemployment (ideally, new skills are used immediately).
• Consider rotation plans for female and minority employees (avoid glass ceiling).