• Get the Most Out of Your Rotational Program

    Spotlight for Recruiting Professionals
    March 5, 2014

    Organizations implement rotational training programs to develop leaders who understand the business, industry, and culture, and whose values align with the organizational mission. Because they give participants exposure to different areas of the business and/or geographic locations, rotational programs also help new hires discover where they may fit in best within the organization. Following are some strategies for maximizing your rotational program:

    • Start from the inside and work your way out—Take time to develop your vision of the program, how you plan to execute it, the value proposition for the employee and your company, and what the key performance indicators will be.
    • Understand that one size and structure does not fit all—The structure of your rotational program and the number of participants in it must be tailored according to your organizational needs. Smaller programs may afford more flexibility, while larger ones may allow participants to train in business units in different locations or outside of their eventual area. Likewise, rotational programs last several months, while others stretch over several years.
    • Stoke passion for your program from your organization’s leaders—Without this support, your rotational program will not work. Members of your leadership team need to support and be involved in the programs. Of course there are funding pieces they control that are critical, but leaders also need to give their time, insight, perspective, recognition, and feedback.
    • Include energetic and enthusiastic advocates—Enthusiasm is contagious. Include people who are enthusiastic advocates for the rotational program and your organization. It would be even better if these enthusiastic employees were themselves graduates of your rotational program.
    • Add value to the program—Bolster your program by providing professional networking, leadership and professional development, team building, community involvement, and other elements that your program participants value.
    • Provide a strong system of supervision and mentoring—Your rotational program should include supervision and mentoring, such as routine reviews on a periodic basis. Establish clear expectations for your rotational program participants, and provide regular feedback and coaching on the employees' strengths and areas of opportunity. As you want to recruit the best talent, ensure that you are also matching these new hires up with the best talent from your company so they can not only learn from top performers, but see firsthand what it takes to be successful in your organization.
    • Allow all participants to provide feedback—Your rotational program should have a system in place for all involved—including rotational program participants, supervisors, mentors, members of the leadership team, and others—to provide feedback to help you keep your program on track while meeting the needs of your employees.
    • Be flexible enough to make changes—Monitor, change, and improve your program as necessary to respond to changing business, organization, and participant needs.