There are many businesses that operate with certain people in specific roles, and often no one else in the company or business can accurately and efficiently fulfill this person's job. If this specific person leaves this position or is out for an extended amount of time, often there is no one available to fill the positions and help carry out the tasks of this person. One solution for managers to consider is cross-training. Cross-training is teaching employees how to do other jobs or elements of other jobs within the company or group. With cross-training methods in place, the company or group will always have another employee who can assume the responsibilities, if necessary.

Cross-training employees can be quite helpful in a changing business environment, where priorities can shift quickly. By teaching these employees, you are building a stronger team chemistry within your company or group. Cross-trained employees understand the unique pressures and challenges faced by their colleagues and are more likely to be supportive and work together more effectively than those who are not cross-trained.

When beginning to cross-train your employees, identify the tasks that cause the most stress and look for employees who possess the skills required to assist in these areas. Start by focusing on the activities in immediate need of assistance and you'll help your department stay on track and effectively implement your cross-training program.

Next, take a look at job descriptions and determine the key tasks involved that you want others to learn. Remember, cross-training isn't about having employees teach others about all of their responsibilities, but rather about concentrating on the most critical components of their work. If an individual is out of the office, the cross-trained employee should have enough knowledge to be able to fill in for the short term in key areas.

After you have determined the key task that you want the others to learn, you then need to match the training employee with a high performing employee from the group that will be able to teach and lead them in their cross-training. The simplest way to cross-train is to have employees train each other. To begin, make a list of the different roles in your group, and look for overlaps in skills. Where does it make the most sense to cross-train? Ideally, you want to match individuals who share at least some similarity in their work, since they are likely to master the other person's responsibilities faster than if they share no common ground.

When developing your goals for the program, be sure to set realistic expectations. People being cross-trained may never be as competent in a new role as the individuals who trained them.
Also recognize that cross-training will take time and is not something that can be completed successfully in just a day or two. Typical sessions can take a few hours each day or perhaps months.
During the cross-training ask team members for their feedback about the program, both during and after a series of sessions. Do trainers and trainees think they were given sufficient time and support? What changes would they recommend?
As you prepare to launch your cross-training efforts, don't be surprised if you get a less than enthusiastic response from some team members who may be concerned they are training their replacements. When you initiate the program, reinforce the professional benefits to everyone's careers. Also remind them that not only are they training others in their jobs, but they are also learning about other roles themselves. By doing this they are enhancing their value to the department and their long-term marketability.

Cross training is often utilized in the position I fulfill at Nike. As the manager of shipping and handling, I work with managers in other departments so I can complete their daily/weekly tasks in their absence. I also teach them the tasks that need to be fulfilled in my absence. All the managers in each department cross-train the employees that work in their department. This allows them to be multi-functional and able to assist and complete tasks in all departments of the store, not just their designated department.

Ongoing cross-training shows your employees that you value their knowledge and believe they are skilled enough to share it with others. This process can also renew motivation because people are being exposed to new areas of the company and developing abilities that could help them grow professionally. In the end, cross-training can benefit both your company and your employees.