The bank teller rotation system aims to improve the skills and efficiency of employees, but it also brings a series of problems. First of all, poor management may lead to work mistakes, frequent job rotation makes it difficult for employees to play stably in the new environment, and they may be in a hurry when dealing with affairs. Secondly, the post adaptation period is prolonged, and employees constantly adjust their environment and tasks, which affects their work efficiency and mentality. In addition, employees may not be able to fully improve their professional depth during the rotation period, and the learning process is not conducive to skill growth. Rotation also hinders the implementation of enterprise training plan, weakens team spirit and cohesion, and affects service quality. The decrease of job fixity makes it difficult to evaluate performance and evaluate employees' contributions fairly. Finally, employees' enthusiasm and sense of responsibility may decline because of the uncertainty of the working environment, which is unfavorable to the overall operation of the bank.