Many managers and employees don't think about cross-training in their organization. Each department is comfortable doing its every day duties. Some employees enjoy their jobs and related tasks while others do not. The organization continues to function from day to day, but it struggles with staffing and other daily issues. In many ways, cross-training could be helpful to an organization and its employees.

There are numerous advantages to cross-training employees to perform other jobs. Some of the benefits include:

• Helping employees to see the big picture and how their work fits into that picture.
• Giving employees the knowledge and experience needed to make informed decisions about their career path with the company.
• Provides coverage during employee absence, vacation and busy periods by using people from within the organization instead of having to hire temporary employees.
• Helps employees to see and understand what other departments do, and how those jobs fit into the larger picture
• Prevents employees from becoming bored with their jobs by providing variety.
• Revitalizes all departments by providing employees with an opportunity to learn and develop professionally.
• Helps to eliminate unhealthy competition, and improves coordination and teamwork.
• Increases knowledge, skills, and personal motivation
• Enhances employee visualization and sharing of organizational culture, goals and objectives

For cross training to be effective, it must be carefully planned and presented to employees as an opportunity for learning and growth. Employees should be encouraged to provide feedback and suggestions. Organizational objectives and employee career goals must also be considered in the decision to cross-train employees. Cross-training can be implemented in some or all departments. An employee that handles customer email inquiries can be cross-trained to handle customer telephone inquiries as well, making that employee more valuable to the organization. Providing cross-training in stages keeps the organization running smoothly while employees are away from their usual jobs.

Keeping employees busy and challenged can be difficult, and cross-training is another way to motivate employees to be open to internal changes. People need to have a change in routine, and most employees have expectations of advancement. Becoming static in a job is detrimental to the employee, and to the organization since employees often identify themselves with their jobs. If an employee is dynamic in her position, she is more inclined to facilitate change and cross-training for other departments and within her department as the organizational needs grow.

Poor performance is an area where cross-training might also be beneficial. A change in departments and job duties can let employees know that their performance is not up to company expectations. Temporarily changing departments and job responsibilities provides notice to employees that action needs to be taken regarding work performance, and gives them a chance to reorganize and improve. When employees see that another department is not always better than their current department, attitudes toward the current job often improve.

Motivation has to come from within the organization as much as it comes from the employee. Cross-training and moving employees around to other departments and different jobs helps to create a knowledgeable team that can replace each other as necessary. Confidence in skills and comprehension can also be gained through job rotation made possible by cross-training.

By approaching and implementing cross-training through a well-thought out plan, the organization and its employees both benefit from new skills and a well-rounded workforce.

© Copyright 2007 Patti McMann. All rights reserved

Patti McMann is a freelance writer. She writes on a variety of topics for print and electronic publications. She has a diverse background in many subjects, and majored in business, marketing, and information technology. She is also working on an eBook that will be available early 2008. Article Source: http://EzineArticles.com/?expert=Patti_McMann