Implement a Job Rotation Program
Develop and engage your workforce by giving them opportunities to broaden their experience across the organization.
- Job rotation programs can be difficult to develop and administer; in a time when HR departments are downsizing, HR may be too taxed with daily operations to develop a program.
- A successful job rotation process must be clearly tied to organizational strategies in order to have buy-in from leadership.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Job rotation programs are a savvy way to attract, engage, develop, and retain today’s workforce.
- Companies with job rotation programs give employees a better perspective of the whole organization, increase engagement by decreasing boredom and providing the chance to develop new skills, and allow employers to more easily identify candidates for succession planning.
Impact and Result
Use McLean & Company’s five-step process to develop and implement a successful job rotation framework that is:
- Aligned with your organization’s strategic objectives.
- Designed to suit your particular capacity and needs.
- Positioned as a powerful tool for developing and retaining talent.
Workshop: Implement a Job Rotation Program
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 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: Develop the Job Rotation Strategy
The Purpose
- Learn the benefits of a job rotation program.
- Set job rotation program strategy.
Key Benefits Achieved
- Use McLean & Company’s five-step process to develop a job rotation program.
- Clearly define the program strategy and goals.
Activities
Outputs
Identify key job rotation drivers.
- Key job rotation drivers identified.
Align job rotation strategy with organizational strategy and workforce plans.
- Job rotation strategy aligned to the organizational strategy.
Select metrics for your job rotation program.
- Key metrics for success established.
Identify positions for inclusion in the job rotation program.
- Positions or streams for job rotation selected.
Module 2: Design the Job Rotation Program
The Purpose
Describe the program and roles.
Key Benefits Achieved
Establish program guidelines.
Activities
Outputs
Set eligibility criteria.
- Eligibility criteria for job rotation determined.
Define the Program Manager role.
- Project Manager role defined.
Outline the application process.
- Application process outlined.
Outline job rotation workflow, and determine tools and processes that need to be built.
- Operational workflow for the job rotation lifecycle outlined.
Module 3: Prepare to Communicate the Program
The Purpose
- Develop a communication strategy.
- Determine feedback and follow-up plan.
Key Benefits Achieved
- Communicate the program and gain buy-in.
- Improve the program using feedback.
Activities
Outputs
Create a communication plan.
- Communication plan created.
Prepare to respond to manager push-back.
- Plan to address potential concerns prepared.
Create feedback collection strategies.
- Feedback collection strategy determined.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 5-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Develop the job rotation strategy
- Call 1: Discuss how to align your job rotation program with your organizational strategy, including workforce planning.
- Call 2: Discuss which metrics to select and how to track them.
Guided Implementation 2: Design the job rotation program to support the strategy
- Call 1: Discuss which positions should be part of the job rotation program, including whether any new positions should be created.
- Call 2: Discuss how long job rotations should last, in light of how they relate to strategic objectives.
Guided Implementation 3: Operationalize the job rotation program
- Call 1: Discuss the application and selection process.
- Call 2: Discuss best practices around performance management to ensure the success of your job rotation program.
Guided Implementation 4: Communicate and implement
- Call 1: Discuss strategies for communicating your job rotation program both internally and externally.
- Call 2: Discuss how to handle manager push-back and address their concerns.
Guided Implementation 5: Follow up and measure progress
- Call 1: Discuss how to adjust program goals after reviewing metrics and progress to date.
Contributors
- Paul Boston, President, Actus Performance Inc.
- Troy Paison-Caiani, Talent Management Professional and Research Associate, Integral Talent Systems Inc.
- Sara Beth Collins, Leadership and Development Specialist, Worthington Industries
- Angie Pignatiello, Manager, Learning & Development, Loblaws Companies Limited
- Dr. John Sullivan, Professor, Corporate Speaker and Advisor
- Senior HR Practitioner, Previously in the Telecommunications Industry
- Senior HR Practitioner, Previously in the Financial Services Industry
- Senior HR Consultant, Financial Firm
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Design an Impactful Employee Development Program
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Implement Curated Learning
Build an Employee Mentoring Program
Implement a Job Rotation Program
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Foster Effective Feedback in the Workplace
Train Managers to Build Effective Mentoring Relationships