Employee Retention Through Job Rotation
In the feature article, “Employee Retention through Job Rotation,” Eric Magnussen discusses one issue that affects an organization’s ability to implement long-term planning: employee turnover.
“A great way to stave off the doldrums that lead people to leave for newer, more exciting opportunities,” he explains, is to give them new opportunities in-house. He offers several specific suggestions for how to implement a job rotation program successfully. Short of reformulating each employee’s job description, the simplest way to keep employees happy is to implement a meaningful job rotation program. In a typical job rotation cycle, employees spend a certain amount of time (usually a few years) in a role before being offered the opportunity to move to other, equivalent-level positions within the company (often via expedited hiring processes). Enabling employees to try new jobs regularly within an organization is a great way to stave off the doldrums that lead people to leave for newer, more exciting opportunities.
Simply having a job rotation program isn’t enough—especially because there’s no rule of thumb about when is the best time in an employee’s career for him or her to take advantage of it. Managers must be advocates of both the program and their staff, and employees should be encouraged and empowered to pursue such opportunities.