If employees suffer from over-routinization of their work, one alternative is job rotation. New managers are sometimes rotated through jobs, too, to help them get a picture of a whole organization. Job rotation can be applied in any setting where cross-training is feasible, from manufacturing floors to hospital wards. The use of job rotation has been shown to increase job satisfaction and organizational commitment.

Job rotation does have drawbacks. Training costs increase for each rotation. Overall, disruptions and loss of productivity can result when members of the work group must adjust to new employees. In job enrichment, high-level responsibilities are added to the job to increase a sense of purpose, direction, meaning, and intrinsic motivation.

Sometimes, enrichment is not rigidly controlled by management; employees, especially those in occupations experiencing high industry growth, have been known to enrich their own jobs (and become satisfied as a result). Early reviews suggest that job enrichment can be effective at reducing turnover.