Cross-training staff has long been viewed as a useful way to train future managers. Today, the practice has moved beyond managerial candidates to all levels.

The intention is to strengthen teams, give employees more opportunities to advance and to have back up in case key team members leave. It can also be useful to prepare a company for dealing with challenges presented by changes, such as economic shifts, a disaster or a pandemic.

While cross-training may seem like a no-brainer, it’s not without risks and requires planning to be carried out well. In other words, successful cross-training requires more than simply teaching employees new skills and plugging them into different or unfamiliar roles as needed.

Although the process takes time to develop and implement, it can help employees, clients and your business thrive and ensure business continuity. Doing it wrong, however, can negatively impact morale – and potentially be costly to your bottom line.

Here’s what to know when cross-training staff:

Why is cross-training employees important?

For employees:

Cross-training is about developing employees to improve the business and customer experience. It allows employees to:

• Expand their knowledge of different roles
• Work on new projects
• Gain the skills necessary for specialization
• Prepare for a more senior role

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