Have you tried rotating people among different areas or teams, particularly when they express an interest in learning something new? If so, what has your experience been with this approach? Have you found that it helps employees who want to join another team or develop a new skill, and has it led to positive outcomes for your organization?

: I actually have a reputation for bringing people from the business into my team, and while it may not always be popular, it has been very effective. This approach helps break the mold of people being stuck in roles like QA, BA, or developer. When you get someone from the business, they are eager to learn about technology and already understand the core business. It’s a great formula for success because they have the relationships, the business know-how, and everything else can be learned on the job. They may not become coders, but there are many roles they can fill successfully.

Also, our parent company runs rotation programs across different departments, typically for rising stars being groomed for leadership or those who want to learn another area of the business. These rotations usually last six to twelve months, and the program has been very successful. Sometimes, people find a team they love and decide to stay, which is fantastic for everyone.