Job rotation is particularly effective during the training and familiarization phase. Depending on the requirements and complexity of the tasks, an employee or a prospective manager changes departments or teams at fixed intervals (e.g., weekly, monthly, or quarterly) and gets to know the various processes and procedures within the organization. Ideally, at the end of the rotation phase, employees themselves can help determine the area in which they will pursue further in-depth training.
Job rotation promotes departmental permeability, facilitating not only knowledge transfer across hierarchies but also horizontally between departments. Placing employees according to their interests and skills can also help reduce turnover. Naturally, when working in different teams, new employees quickly establish a large personal network. In terms of diversity, job rotation can make it easier for employees to pursue an “atypical” career path contrary to traditional role models and societal expectations.
Prospective managers in particular benefit from practical insights into different departments and organizational areas; they gain a more holistic understanding of existing structures and processes. Lastly, the insight they gain increases the chances for future success in innovative developments.