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How to implement a successful Rotation Program
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How to implement a successful Rotation Program
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Morning,
Workforce Management Members! I am a new meember and I have to say this is an awesome website.
Question of the day: Has anyone implemented a successful rotation program? If so, I would l
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Forums » Topic Forums » General Forum » How to implement a successful Rotation Program
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How to implement a successful Rotation Program
posted at 6/17/2010 4:52 AM EDT
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Posts: 2
First: 6/17/2010 Last: 6/17/2010 |
Morning,
Workforce Management Members! I am a new meember and I have to say this is an awesome website. Question of the day: Has anyone implemented a successful rotation program? If so, I would like to hear success/failures. We are in the very beginning stages and I am the project lead. I have done some research but really would like to speak to someone who has experienced a successful program. We have very tenured/technical ee's who will be retiring in the next 1-3 years and we do not have anyone in the pipeline to back fill these positions. We really need to utilize current staff. Hence, we are contemplating a rotation program of sorts. Would love to hear from anyone who has had experience with rotation programs. |
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How to implement a successful Rotation Program
posted at 6/17/2010 9:01 AM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
We have a rotational fellowship program that is one pipeline that feeds mid-level administrative leadership positions. The fellows are recent university graduates but the same model could be used as a succession tool if it were applied to incumbents.
It's a 2 1/2 year program where fellows spend about 6 months working on projects in various areas like HR, finance, operations, etc. typically the projects are tailored to their interests and talents. What has worked well is having designated mentors in the areas who are dedicated to the program and who meet with each other to ensure the project-learning is integrated and that it fits with overall strategic goals. The fellows also meet with each other to network and to share learning experiences. They also participate in leadership development education together. There is a program director who coordinates the rotations and who acts as a supervisor to the fellows. Rotations are really a form of cross-training so the same kinds of best practices apply: integration of learning and strategies, socialization across organizational boundaries, opportunites for innovation - allowing some flexibility for rotating employees to change or influence processes, not just learning "how we do it here." Another key factor is time, this is a cultural change so it can take up to 3 to 5 years for it to become the new norm depending on how "siloed" your organization is now. And it may take up to 10 years to know if it is truely working so that means you will need to develop several check-points to keep it on track and you will need to manage expectations because sometimes leaders expect immediate returns. Also rotational programs can easily be marginalized if top leadership is not visibly involved. |
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