Rotational Programs Are For Management Too

Jasmine Flowers July 31, 2008

In an article from Talent Management magazine entitled, Management-Go-Round: Developing Future Leaders, according to IBM’s “Global Human Capital Study,” 75 percent of 400 human resources executives said that building leadership talent is a significant challenge. So, in response to this challenge organizations are implementing management rotational programs to both improve retention and enhance succession planning. The benefits of programs like this at the management level are very similar to those at the associate/less experience employee level. Executives are getting comprehensive exposure to the business that enhances and accelerates their careers as well as prepares them for C-suite roles within the organization.  

With the benefits of programs such as these come challenges as well. The article lists some best practices for helping to ensure effective management rotational programs. 

Engage Executive Sponsors 

I believe this is a best practice for any initiative to be successful within an organization. Senior leaders across all the various functions need to be educated and visibly involved in the program in order to secure buy-in. Provide a proposal that summarizes the design of the program and have a communication plan that educates and creates energy around the program. 

Align Competencies And Career Development To Programs 

“Ensure that the potential leadership candidates are assessed, coached, and groomed in ways that align to the organization’s leadership, business, and technical competencies as appropriate.” 

Consider Program Size Duration and Frequency 

o       Keep each class in the program small (10-14)

o       “Ensure the program is long enough to build the depth of experience needed to perform successfully as a manager (2 years)

o       Keep the program manageable – avoid juggling more than two new class a year 

In general I think rotational programs are great at all levels. They help to ensure more well-rounded employees as well as provide variety and challenge in the position. Organizations can focus more on promoting from within and minimize recruiting costs because talent is being developed in-house. In addition, you avoid siloed organizations because employees understand decision-making and impacts cross-functionally. All of these factors will help keep employees engaged and in my opinion positively impact retention.  I would love to see organizations shift more recruiting dollars to training and development through rotational programs; it will be a huge entry level and beyond value proposition.

Posted in Human Resources Analytics