Consider switching people around within the organization to provide workers with an opportunity to learn about work processes from different perspectives. This is especially helpful if the jobs are in departments that are suppliers and customers of each other. For example, workers who spend some time in the sales department, some time in the parts department, and some time in the service department of an automobile dealership are better able to understand how these departments can work together to meet the needs of the external customers and achieve the financial goals of the dealership.
However, to achieve learning, everyone must be clear about goals: what they are supposed to learn from each job in the job rotation. Each individualized learning plan should include objectives and how to know when these objectives have been achieved. Time must be set aside for reflection and for feedback from the supervisor, co-workers, and subordinates. Job rotation might appear to be radical at first, but it is an eye-opening experience that can only help the organization.