In the business world, it’s good if you can wear multiple hats. To formalize this process, some companies are looking at established job rotations, where employees cycle through the different roles of a team, a department, or even an entire organization. Cross-training in this manner can yield many benefits for the individual employee including increased levels of professional development, enriching the employee experience, and improving team cohesion and unity. But job rotation also benefits employers. Specifically, it improves business continuity and makes personnel management decisions more dynamic. However, there are some drawbacks. A meaningful job rotation program takes time to establish. There are learning curves to everything, and whenever an employee shifts to a new role, it will take time and resources to get them to a place where they are comfortable and competent. There are no shortcuts here. Cross-training needs to be done consistently and prioritized to be a success. While there are numerous ways a job rotation program can work, it’s important to get buy-in from all company leaders, communicate the program’s goals, develop a flexible policy around it, and establish feedback loops for employees who will be trained in new roles.