Personnel rotation: what is this process and what are its reasons?

Goals of employee rotation

Each transfer of an employee from one position to another must be justified. It is important for an employer to find positions for its employees that will maximize their potential. When everyone is in their place to perform their tasks, the work process will turn into a well-coordinated mechanism. This is the only way to achieve maximum efficiency and productivity.

Facebook founder Mark Zuckerberg believes that the secret to the success of his project is continuity. Reid Hoffman, one of the early investors, is confident that it all comes down to Zuckerberg's ability to select the right people and place them in the right positions. The colossal success of Facebook - over the 4 years of its existence, the company's revenue increased to $55.8 billion - proves that both entrepreneurs are right. Only by creating a strong team can you count on success.

This is confirmed by the words of the popular politician Theodore Roosevelt: “The best leader is the one who has enough instinct to select the right people who can do the right job, and enough restraint to not get in their way while they are doing it.”

For employees, personnel changes are also beneficial for many reasons. This includes career growth and gaining new experience when changing activities. By gaining knowledge and gaining experience in various positions, you can become a true expert in your field. And then the specialist no longer looks for a job, but chooses the best of what employers offer him. For a company, having an expert on staff is like winning a jackpot.

Difficulties in staff rotation

Relocation does not always benefit the employee and the company itself, because after the transfer a person may experience professional and personal difficulties. Mastering new responsibilities and changing the direction of activity may not suit the employee. But even if he copes with professional responsibilities, problems may arise with adaptation to a new team or mastering a new social role. A person may even get into conflicts when his role expectations are not confirmed.

Personnel rotation must be carried out on a legal and regular basis. The entire process must be regulated, clearly organized and recorded in the staffing table. The employee is warned about the move in advance.

Typically, staff rotation benefits the company and has a positive effect on employee motivation and the development of their careers, but before making a decision, you need to carefully weigh its pros and cons depending on the characteristics of the employees and the specifics of the activity.

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Reasons for moving personnel within an organization

The initiator of employee relocation is most often an employer who is interested in the effective and efficient operation of his organization. At the same time, he may have different reasons for personnel changes:

1. The employee does not perform his duties well enough, but it is impossible to fire him for any reason. For example, according to the contract, the manager comes and leaves on time, does the job, but does not show initiative, and does not get along with colleagues. It is difficult for everyone to work in such conditions.
2. The employee does a good job, but he is tired of it, or the specialist simply wants to do something else. For example, an excellent project manager suddenly realized that his job was boring and uninteresting, and all his life he had dreamed of developing smartphone applications. He is ready to learn a new profession or even already masters it. All that remains for the manager to do is to make the right personnel changes.
3. Replacement of a temporarily absent employee. If an employee goes on vacation, long sick leave, or maternity leave, it makes sense not to shift his responsibilities to a colleague, but to temporarily replace him.
4. Preventing professional burnout. The longer an employee holds the same position and performs the same duties, the more emotional stress he is under. This provokes irritation, bad mood, fatigue, and conflicts with colleagues. Changing your activity or at least your work environment can fix this.

There are often cases when conflicts arise between employees at one enterprise. For example, between former partners or even spouses. These people cannot work with each other, but each of them individually is a valuable personnel. With the help of rotation, you can provide them with more emotionally comfortable working conditions. This way you will not only save the entire team, but also increase the efficiency of its work. Employees will not be distracted by resolving personal conflicts.

What is personnel development and why is it necessary?

Personnel development is often equated with training, which is absolutely wrong. Training is just one of its components, implying the acquisition of new knowledge.

A definition will help clarify and answer the question of what personnel development is.

Personnel development is a complex of organizational and economic measures aimed at changing (improving) the material, spiritual, and professional qualities of employees.

System components:

• education;
• training;
• professional retraining;
• creating an effective career building system;
• rotation;
• change in job responsibilities;
• expansion of the area of ​​responsibility.

In many organizations, the social development of personnel is highlighted as a special area.

Social development of personnel is the comprehensive development of social skills of employees, contributing to improving relationships in the organization and increasing the labor efficiency of each specialist.

The main tasks of social development of personnel:

• creating a team of like-minded people;
• self-development of employees;
• development of social partnership;
• increasing social protection of personnel;
• improving the personnel growth mechanism;
• formation of the company’s corporate culture;
• creating comfortable working conditions;
• building an effective employee motivation system.

This block is controlled using the following methods:

1. Social (sociological) . These include: social planning, sociological research, conflict management, influence on employee incentives.
2. Socio-psychological . Toolkit: socio-psychological diagnostics, psychoconsulting, psychocorrection.
3. Socio-economic . They imply: remuneration, planning, cost accounting, purchase of company securities by employees, which allows them to participate in the distribution and receipt of profits.

Types of personnel rotation

The classic version of rotation is career growth, when a person comes to the office as a specialist, and after a while becomes a department head or top manager. On the one hand, this is an excellent example of motivation. But a competent manager sees the situation even deeper: if a specialist goes all the way from starting to management positions, he will become the best boss/director, since he will know all the subtleties and nuances of the work “from the inside.” An ardent supporter of vertical personnel transfer, Yaroslav Timofeev (Twenty-eighth comic book store) is sure that in order to become a successful bar owner, you need to start by working behind the counter.

The movement of personnel can be carried out both within one enterprise and from one organization to another. This practice is familiar to all large corporations with offices located in different parts of the country - for example, Gazprom. Promising employees of an enterprise are often moved with a change of residence - if they cannot grow in their office, but already deserve a promotion and are ready for it. In transnational companies, workers are transferred, among other things, to other countries.

For ordinary specialists, interstructural rotation is also an excellent opportunity to compare different management styles. Often the final result depends on how correctly the work process is managed. Some time after personnel changes, conduct feedback with your employees. This way you will know which management model is more effective.

For example, in one company an ordinary sales manager was temporarily moved to another office, where it was necessary to sell exactly the same products as before. Within a month of work, the manager doubled his sales. As it turned out, the new head of the department organized daily planning meetings at which the results were summed up and goals were outlined for the new day. During joint discussions, the specialist received additional inspiration; he was daily reminded of the team spirit and the common goal - to increase the company's profits.

Internal personnel rotation does not always imply the transfer of a specialist to a higher position. In some cases, horizontal movement is used - when an employee wants to change profession. For example, an employee is burdened by previously performed duties, but is generally satisfied with work in the company. Try offering him another job. Perhaps the secretary will become an excellent sales manager and set a new office record.

Why does an employer need rotation?

This practice is a great way to avoid staff turnover.

The administration receives a number of significant advantages:

• 
  optimization of reform in structural divisions;

• improving organizational culture;
• strengthening personnel relations within the enterprise;
• ensuring multifunctionality of personnel.

Carrying out the next stage of rotation, the employer creates a well-coordinated team, with which it is easier to achieve success in business. The main advantage for a manager is the creation of favorable conditions for the interchangeability of personnel if the production situation requires it.

Thus, rotation is a successful, practice-tested method of team development.

What is required for successful rotations

International practice shows that the effectiveness of rotations largely depends on a competent approach to their organization. It is important to initially correctly and clearly set the purpose of the event.

In Japan, a successful career as a civil servant is directly related to rotation. Every 2–3 years, a civil servant changes jobs. This allows him to develop as fully and comprehensively as possible, and the company to increase profits through properly organized work and reduce staff turnover. In this case, the employee’s consent to the transfer is not required. An exception can only be if, as a result of personnel changes, a civil servant has to change his place of residence - then the company must obtain his consent.

In China, civil servants are transferred to a different or similar position every 10 years. But such a practice is only possible if the country has a certain rotation reserve.

In Germany, with the help of rotation, they learned to prevent corruption in federal authorities. To do this, all positions that involve a high probability of corruption are checked, and for key ones, service life limits are set, followed by rotation.

Rich rotation experience in our country. The policy of competent personnel transfer was applied back in the days of Catherine II, and then in the Soviet Union. To accelerate career growth, employees were consistently moved between key positions, from one enterprise to another, including changes in place of residence. If the employee showed positive results, he was promoted.

The second point is the attitude towards the upcoming rotations of all workers who will be involved in the personnel transfer. If reshuffling becomes an organizational value, employees will stop resisting it.

Goals and objectives

The main goal of personnel rotation is the universalization of specialists. That is, to improve the professionalism of employees, it is necessary to create conditions for them that will allow them to use all their skills, abilities and hidden reserves.

In addition to the main goal, additional ones can be identified:

• teach employees to know their strengths and correctly apply them in their professional activities;
• give staff the opportunity to gain new experience, thereby increasing work efficiency;
• to form among employees the perception of their professional growth with the development of the company, thus increasing their motivation;
• create a personnel reserve by training personnel to perform tasks at various levels;
• find new ways to develop the enterprise by obtaining a fresh look at the existing business process;
• improve employee adaptation to changes as a result of continuous mastery of additional functions.

The set goals for personnel rotation help the organization solve a number of problems:

• motivate employees to work in the organization by providing them with opportunities for development and growth;
• coordinate the actions of all divisions of the enterprise, form an understanding of the unified development strategy of the organization;
• train employees, increasing their professionalism and expanding their skills and knowledge.

Rotation in the retail space

For the effective movement of goods at a retail outlet, coordinated work between warehouse and sales floor employees is necessary. The company must develop a unified product labeling system and create a plan for moving goods in the warehouse and on the floor. This not only helps to sell products faster, but also simplifies the work of staff. When thinking about what rotation of goods in a store is, you need to remember that this is not a meaningless rearrangement of goods from place to place, but a reasonable movement. First of all, it is justified by the shelf life of goods.

There is an unshakable rule: the closer the shelf life is to completion, the closer the product should be to the buyer. That is why sellers and merchandisers constantly rearrange packaging with goods that will soon expire in the first row, and fresh goods in the second and beyond. At the same time, you cannot leave only old goods on the shelf, hoping that they will be sold out and then put on fresh ones. Consumer psychology suggests that people are less willing to take goods from a half-empty shelf. He should have a feeling that the product has recently arrived; this causes him to associate it with the freshness of the product. Rotation of goods on the sales floor is also associated with attracting the buyer's attention. Therefore, the merchandiser must think through the display, make sure that the buyer takes more units of products and chooses the most expensive product.

Advantages and disadvantages of rotation

Product rotation is a way to convince the buyer to make a purchase. Its main advantage is the ability to find the “right” place for the product on the shelf, which will increase sales. Rotation allows you to combine related products on the sales floor, which also helps increase sales. For example, next to shower gels you can display washcloths, body care products, and towels. Such a complex will help the buyer make a “package” purchase. This method allows you to take into account the seasonality of goods and display current goods in more visible places, which also speeds up the sale of goods. During the rotation, you can conduct analytical studies to assess the effectiveness of certain points in the store and take this into account when drawing up a merchandising planogram. Rotation allows for more efficient use of retail and warehouse space.

Its disadvantages are that it must be carried out thoughtfully and justifiably, otherwise the economic effect of such actions may be unpredictable. If you do not take into account the rules for the proximity of different groups of goods, you can get negative sales dynamics. If you do not analyze and monitor during rotation, you can also get a negative economic result.