Haris Ahmed Chicago Consultant: Top 3 Benefits of Job Rotation
For Haris Ahmed of Chicago-based management consulting firm Pragmatium Consulting, Inc., employees are the heart of every business. Each one plays a crucial role in the organization, and as such, each one deserves equal opportunities and privileges. But despite the company’s best efforts, there will always be employees who are underperforming or not living up to their full potential—for whatever reason (professional or personal). How do you encourage your employees to always give their best to whatever task needs to be done? How do you help them establish strong bonds with one another?
In this post, Haris Ahmed, Chicago management consultant and change expert, shares with readers what a job rotation is and the benefits to be derived from it.
What is job rotation?
In simple terms, job rotation is an internal strategy where the organizational structure is reshuffled to encourage employee growth and retention. This strategy is often initiated by the Human Resources department of the organization, discussed with team or department heads, and approved by the CEO and other top executives.
Usually, an employee is assigned to another department or given a new position because this is where their talents and skills will truly be of value to the organization, and where they have more opportunities for growth. When an employee has been with the company for years, he or she may have acquired or developed new skills, and assigning them to a new department with new responsibilities is the best way for them to further hone their newly acquired skills.
Here are the top 3 benefits of organizational restructuring and job rotation:
1. Improve performance and productivity. As mentioned above, when you assign an employee to a new team and give him or her new responsibilities, you allow the employee to grow. New challenges mean new opportunities and with these come a rejuvenated spirit, which could mean improved performance and productivity. This, in effect, targets the employee’s performance and productivity, and the department’s or team’s.
2. Encourage loyalty. When an employee feels that he or she has become ‘stagnant’ or feels more like a wallflower than an active participant within the organization, chances are they will eventually leave and go where they are appreciated—where they would be made to feel that their contributions are valuable to the organization. Job rotation prevents this from happening, for reasons stated above.
3. You create a dynamic organization. When people learn of the organization’s active participation in their employees’ growth and advancement, they will see your company as a potential employer, upping your reputation as a good organization to work with. When you have positions that need to be filled, applicants wouldn’t hesitate to join your organization because they know there is room for growth.
In his next post, Haris Ahmed will share his recommendations on how to approach job rotation and make employees understand that this is a step towards their own growth and advancement.
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