What is job rotation?

Translating the term into Portuguese, “job rotation” is nothing more than a training and professional development technique that consists of changing sectors within the company , that is, the employee moves through different sectors within the organization before being designated in which position he will actually act.

Also, job rotation can allow employees to identify new skills and gain experience by taking on new responsibilities, expanding their demands and adding variety to their work.

In this sense, the job rotation technique proves to be a great people management tool, as it allows placing the right professional in the right place, thinking about their behavioral profile , in a practical and immersive way.

What are the advantages of job rotation for the company?

Many companies use job rotation as a way to reduce training costs , for example. But this technique offers several other benefits to employees and also to the organization. Learn more about it.

1-Brings new perspectives for employees

We know that routine work and repetitive activities can leave employees stressed and unmotivated . Therefore, with job rotation, they feel more motivated and engaged because they can face new professional challenges.

In addition, job rotation can often provide professionals with profound self-knowledge, giving them the chance to discover activities they really like to perform.

2-Decreases turnover and increases the development of professionals

The good HR professional knows that a great onboarding process considers that it is not enough to just hire good professionals, it is necessary to put them in the right place. Therefore, using the job rotation technique is a way to encourage and help employees to discover their skills and competences and in which areas they best fit.

Thus, the company promotes the growth of its employees and makes them feel valued as individuals and professionals alike. In this way, turnover decreases, because professionals will have the chance to find their ideal position within the same company that they already are.

3-Offers an alternative in case of possible casualties

The corporate world is volatile, so it is normal for some turnover to occur. At this moment, a company that has job rotation in its culture will not be in hand.

This means that, when there is a dismissal, until HR carries out a new recruitment and selection process, it can count on employees who already belong to the team to carry out the tasks left by those who left the company.

Still, it may not even be necessary to hire a professional from outside, since the right talent to fill the open position may be inside the company.

What are the disadvantages of job rotation?

Now that you know the benefits of job rotation, you need to understand that not everything is a flower in your implementation, mainly because not all behavioral profiles welcome this way of working, switching tasks .

Therefore, it is necessary to be careful in identifying collaborators who will add to the team to help with the tasks and also who will complement skills that may be lacking for a given sector to reach the objectives.

Furthermore, putting job rotation into practice across the organization can be costly and time-consuming. That’s because this locomotion requires training so that the employee can perform their new role with quality. Therefore, the cost of this preparation can be high, especially in relation to the time devoted to learning.

How to implement job rotation in the organization?

Applying job rotation in the company is not a complex task, but there are some important steps to be followed. Meet them now!

1-Evaluate collaborators

The first step before developing and disseminating this management technique in your company is to assess whether your employees are interested in job rotation. This can be done through a survey, for example.

Soon after, it is important to carry out the mapping of behavioral profiles, in order to better understand the individual skills and knowledge of each employee, which will demonstrate whether there is aptitude for this type of work model.

2-Build a Logical Schedule

Now, as a member of HR, you can identify not only the interest, but also the aptitude of employees for job rotation , so the next step is to start organizing the way to implement this technique in the company.

For this, it is important to consider areas that complement others, as well as the behavioral profile of the employees involved and their interests in relation to other sectors.

In addition, it is also necessary to make the interaction and rotation in the simplest sectors first, leaving the complex ones in last place.

3-Prepare the sectors involved

It is the role of Human Resources to properly inform the areas involved about job rotation. Furthermore, HR must not only communicate, but also assist in the preparation, both of the physical structure and in the management of people, so that these employees are well received and that the department’s productivity does not drop.

4-Evaluate results and provide feedback

In order for you to understand and be able to present solid data to managers and leaders, it is important to measure and evaluate the results of job rotation.

At that moment, an HR software can be your ally in obtaining the main indicators and metrics on the performance of employees in their new functions . Thus, it is possible to call the employee for a conversation and present with greater assertiveness how he is doing in the position and where he needs to improve.

In addition, through software with data intelligence, it is possible to carry out climate surveys within the company and performance evaluation , which facilitates the choice of actions for the career development of employees and also specific training, increasing the motivation and team engagement.

Have you seen how job rotation is an effective people management strategy that brings professional and personal development and growth to your team? So, consider implementing this technique in your company for amazing results!