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Thanks to digital transformation of companies it has been introduced the job rotation practice. It is the corporate strategy adopted above all by large companies which involves the periodic shifting of employees in multiple sectors, avoiding the assignment of predetermined and fixed tasks. This strategy allows the whole team, or a part of it, to be aware of the various phases of the company production process and to have an overview of the organisation of which they belong to.

JO Group exploits the advantages of job rotation, showing flexibility towards its workers, moving employees among the different department, after a training course, in order to give them new incentives.


Moving employees periodically by the job rotation allows them to perform different roles within the company and it is a very useful strategy both for workers and the whole organisation. What kind of advantages and values does the job rotation bring to companies?

Competencies enhancing

Having a new professional role, in line with the working path made inside the company, helps increasing the skills and career advancements of employees. Being acquainted more in detail with the various phases of the business production process will allow workers to have the entire overview of the organisation to which they belong and consequently it improves their performance.

Increased motivation

Changing tasks inside the company offers to employees new incentives, a new environment encourages them to take a challenge and restart, without ever getting bored.

Better allocation of resources

Sometimes the distribution of employees within company teams is not adequate and job rotation can optimise it, thus benefitting both the company and the worker.

The job rotation implies some risks that not all the companies are able to face, for this reason this strategy is not applied in all the organisations yet. For example, an employee assigned to a task can be considered valid within a team and its transfer may create uncertainties. This is the reason why some companies prefer not to adopt this practice, even at the cost of negative consequences.

Job rotation for employees means having the chance to quickly accumulate new valuable experiences and new functions in sectors alternative to those of origin.

Staff rotation is a challenge for both employees and company, but, at the same time, it enables workers to improve their skills and increase their career opportunities.

Career management and job rotation are two fundamental strategies for competitive companies structured flexibly, exploiting the skills and knowledge of the entire organisation.

Moreover, this innovative practice enables to well identify the gap between the skills possessed and the skills required, thus understanding what are the necessary field on which personalised training should focus to foster the personal the growth of employees.

There are different types of job rotation:

Ultimately, job rotation is a policy adopted by companies to enable employees to grow and develop new skills through experiences in different roles and areas, acquired during a predetermined time period. The job rotation strategy was initially conceived to allow the youngest to discover their own aptitudes and to understand in which areas and roles they were strong on, to facilitate their entry into the world of work. Now, job rotation has extended to the entire organisation and it is useful for employees to grow and acquire new skills.


Not only job rotation, but also the attention to the well-being and quality of employees’ life is an essential factor for organisations such as the JO Group, since it affects the productivity and growth of the business, it improves the working atmosphere and it increases motivation and business performance.

Corporate welfare contains all these important aspects, it is, in fact, an initiatives plan promoted by the company to create well-being and improve the quality of life of employees through a package of benefits that also involves their families.

The attention to the needs of workers has a strong impact on productivity, not only in economic terms. For example, the greater flexible hour is the benefit most appreciated that enables workers to feel valued. The stress level decreases and the working atmosphere becomes more collaborative, helping to better achieve the goals.

The results of these benefits reflect on the performance of the entire company, which becomes able to attract talent and reduce turnover and absenteeism. Regarding new tax rules, corporate welfare is linked to performance bonuses based on profits, revenues, quality of products or services and brand image.

Some advices to enhance the working environment and to more engaged employees:

Implementing these strategies to optimise employee performance and productivity it is the first step to ensure the organisation works properly and in a sustainable way in an even-more competitive market.

Keep at pace with the topics of digital transformation and European funds, reading our JOurnal.

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