Editing Job rotation (section)

=== Employees ===
* '''Burnout and exhaustion''': Frequent or poorly managed job rotation can lead to employee exhaustion and burnout.<ref name=":11">{{Cite journal |last1=Foroutan |first1=Taraneh |last2=Safavi |first2=Homayoun Pasha |last3=Bouzari |first3=Mona |date=2021 |title=The ugly side of job rotation |url=https://www.sciencedirect.com/science/article/abs/pii/S0278431921000724 |journal=International Journal of Hospitality Management |volume=95 |pages=102929 |doi=10.1016/j.ijhm.2021.102929 |issn=0278-4319|url-access=subscription }}</ref> Employees might experience mental fatigue or heighten stress from constantly having to adapt to new roles, particularly when there isn’t adequate support.<ref name=":9" /><ref>{{Cite journal |last1=Ollo-Lopez |first1=Andrea |last2=Bayo-Moriones |first2=Alberto |last3=Larraza-Kintana |first3=Martin |date=2010 |title=The Relationship between New Work Practices and Employee Effort |url=https://journals.sagepub.com/doi/10.1177/0022185609359446 |journal=Journal of Industrial Relations |language=en |volume=52 |issue=2 |pages=219–235 |doi=10.1177/0022185609359446 |issn=0022-1856|url-access=subscription }}</ref>
* '''Increased workload and underperformance''': Employees may excel in certain roles, but underperform in others, especially when rotations occur too quickly or without adequate training. Furthermore, employees may be rotated into a role they are not well-suited for.<ref name=":6" /> If a previous employee underperforms within a role, it can lead to an increased workload for the next employee, who must compensate for unfinished tasks or mistakes.{{citation needed|date=October 2024}}
* '''Increased injury risk''': Job rotation is often used to reduce physical strain from repetitive tasks. However evidence on its effectiveness in preventing [[Human musculoskeletal system|musculoskeletal]] complaints is contradictory and open to interpretation.<ref>{{Cite journal |last1=Leider |first1=Priscilla C. |last2=Boschman |first2=Julitta S. |last3=Frings-Dresen |first3=Monique H. W. |last4=van der Molen |first4=Henk F. |date=2015 |title=Effects of job rotation on musculoskeletal complaints and related work exposures: a systematic literature review |url=https://pubmed.ncbi.nlm.nih.gov/25267494/ |journal=Ergonomics |volume=58 |issue=1 |pages=18–32 |doi=10.1080/00140139.2014.961566 |issn=1366-5847 |pmid=25267494}}</ref> Rotating employees into jobs with a high risk of injury can increase the overall risk of workplace injuries.<ref>{{Cite journal |last1=Mehdizadeh |first1=Amir |last2=Vinel |first2=Alexander |last3=Hu |first3=Qiong |last4=Schall |first4=Mark C. |last5=Gallagher |first5=Sean |last6=Sesek |first6=Richard F. |date=2020 |title=Job rotation and work-related musculoskeletal disorders: a fatigue-failure perspective |url=https://pubmed.ncbi.nlm.nih.gov/31951779/ |journal=Ergonomics |volume=63 |issue=4 |pages=461–476 |doi=10.1080/00140139.2020.1717644 |issn=1366-5847 |pmid=31951779}}</ref> Insufficient training or rotating unskilled workers into more physical or mentally demanding roles may further elevate the risk of injury.<ref name=":10" />
* '''Reduced expertise and role clarity''': Frequent job rotation can hinder employees from developing deep expertise in one area, creating confusion about employee’s individual roles and responsibilities.<ref name=":5" /><ref name=":6" /> This reduction in task specialization can lower productivity and reduce product quality.<ref name=":6" /><ref name=":10" />
* '''Increased job dissatisfaction and slowed career growth''': Job rotation can make it challenging for managers to assess individual’s long-term contributions and skill developments, potentially limiting recognition and slowing career progression. Employees may feel overlooked, leading to increased job dissatisfaction.<ref name=":5" />