The concept of “right person, right job” doesn’t just apply to new hires. It’s also about continuously aligning your team’s talents and aspirations with the evolving needs of your organization. Enter the strategy of internal mobility, an approach that’s not only about filling vacancies but also about maximizing the latent potential within your ranks.
What Is an Internal Mobility Strategy?
An internal mobility strategy is about crafting a framework that facilitates the smooth transition of existing employees between roles, departments, or even geographical locations within a company. Instead of immediately looking outward when a position opens up, you first assess if there’s someone already within the organization who might be a fit.
Effective mobility strategies also emphasize the professional development of internal talent, offering growth opportunities, and most importantly, retaining invaluable institutional knowledge.
So why is this strategy gaining traction now more than ever? As the pace of innovation increases in every industry, having a fluid, adaptable workforce is a game-changer. Organizations that are adept at mobilizing their internal talent can more swiftly pivot in response to market changes, ensuring they always stay ahead.
The Benefits of an Internal Mobility Strategy
The concept of nurturing talent within might seem like a simple shift in perspective, but its ripple effects are profound. Before diving into the steps to cultivate a successful internal mobility program, it’s crucial to understand the multifaceted benefits it brings to the table. Not only does it optimize organizational efficiency, but it also resonates deeply on an individual level, influencing job satisfaction, personal growth, and overall morale.
Improved Employee Retention and Engagement
We’ve all felt the sting of a valued colleague handing in their resignation. It’s a tough pill to swallow, especially when the reason is a lack of growth opportunities. Yet the reality is that 67% of employees say they’d leave their organizations if they didn’t allow internal mobility. When employees see that they have clear pathways to evolve within their current organization, their commitment deepens.
Builds Company-Wide Resilience
The business world is unpredictable. A market fluctuation here, a sudden tech disruption there, and companies can find themselves needing to adapt overnight. In fact, a global survey by Deloitte found that 72% of the executives surveyed identified “the ability of their people to adapt, reskill, and assume new roles” as the number one strategy for navigating future disruptions. With a workforce that’s future-ready and can move fluidly between roles, organizations possess a unique agility.
Supports Diversity and Inclusion
Internal mobility can be a powerful tool for promoting diversity, equity and inclusion. Just consider this stat: In tech, only 52 women are promoted to manager for every 100 men who are promoted. And that gap only grows for women of color. By providing every employee, regardless of their background, an equal shot at growth opportunities, companies foster a culture where merit trumps all else. This approach not only breaks down silos but ensures that everyone feels their aspirations are valid and attainable within the organization.
Reduces Hiring Costs
Every hiring manager knows that bringing in new talent isn’t just about the salary. There’s the recruitment cost, onboarding, training, and the often-overlooked “ramp-up” time before a new hire is fully productive. Moreover, the cost of replacing just a single tech employee can range from 100% to 150% of their annual salary. By prioritizing internal moves, organizations can sidestep many of these expenses. Plus, the person transitioning internally already understands the company’s ethos, culture, and tools, making their transition into productivity smoother and quicker.
Accelerates Time-to-Productivity
It takes eight months on average for a new employee to become fully productive. Internal hires, on the other hand, don’t start from scratch. Familiarity with the company’s systems, culture, and people means they hit the ground running — without the lengthy onboarding and acclimatization period.
Steps to Build an Internal Mobility Strategy
Building an internal mobility strategy doesn’t happen overnight. It requires deliberate planning, continuous feedback, and a willingness to adapt. While the promise of its benefits is enticing, the journey to its effective implementation requires dedication. Let’s break down the steps to help your organization harness the potential of its existing talent pool:
1. Get Buy-In
The foundation of any effective internal mobility strategy is the backing of key decision-makers. Having the support of leadership and managers is pivotal, as they’re most familiar with their teams’ strengths and weaknesses and are generally the ones making final hiring decisions. But how do you secure it? Start by presenting the tangible benefits: reduced hiring costs, faster time-to-productivity, and increased employee retention. Showcase industry examples of companies that have thrived thanks to a strong internal mobility policy. Making a compelling case using data and real-world examples can turn skeptics into advocates.
2. Audit Your Team’s Existing Skills
Before you can mobilize your talent, you need to know what you’re working with. Begin with a comprehensive audit of your team’s skills. Internal surveys, skill assessment platforms, or even one-on-one discussions can help paint an accurate picture. With this knowledge in hand, you can identify gaps, overlaps, and potential areas for cross-training or upskilling and begin building out a skills taxonomy that details the specific skills needed for various roles across the organization.
3. Create an Internal Talent Marketplace
An internal talent marketplace is a platform where employees can explore available roles, projects, or even short-term assignments within the organization. It’s not just for those looking for a complete role change; it can also cater to those eager to take on side projects or stretch assignments. By having a transparent and easily accessible system, you empower employees to take charge of their career trajectory within the organization.
4. Invest in Upskilling & Career Pathing
Having identified the skills within your team and the roles or projects up for grabs, the next step is bridging any gaps. This is where upskilling comes into play. According to Pluralsight’s 2023 State of Upskilling report, 81% of tech managers continue to prioritize upskilling — even in an uncertain economy. And 95% of CXOs expect to increase investments in skilling over the next 12 months.
Investing in training and development programs tailored to your organization’s future needs ensures that your team is always equipped to take on new challenges and, most importantly, positions your employees for promotions or lateral moves when opportunities arise. Additionally, career pathing helps employees visualize their potential growth within the company, keeping them aligned and motivated.
5. Measure Your Success
As the saying goes, what gets measured gets improved. Track the success of your internal mobility strategy by setting clear KPIs.
Are more positions being filled internally? Is there a surge in internal applications for projects or roles? Are employees participating in upskilling programs? Are employee engagement and satisfaction trending upwards in internal surveys?
Monitoring these metrics will not only validate the effort but also provide insights for refining and enhancing the strategy over time.
Best Practices for an Effective Internal Mobility Strategy
Embarking on the journey of internal mobility is one thing, but ensuring it thrives and delivers results is another. As with any organizational initiative, there are nuances to consider and pitfalls to avoid. Let’s dive into some best practices that will keep your internal mobility strategy robust, effective, and impactful.
Educate Managers and Leaders
Managers play a pivotal role in the success of internal mobility. Equip them with the right tools, knowledge, and mindset. Workshops or training sessions that emphasize the benefits and mechanics of internal mobility can be invaluable. It’s also essential for them to understand that facilitating internal mobility isn’t about losing a valuable team member but about contributing to the overall growth of the organization and the individual.
Communicate Frequently and Transparently
Consistent communication is the glue that holds an internal mobility strategy together. Whether it’s updating the team about new available roles or the impact of recent upskilling sessions, ensure the communication channels are always open. Regular town halls, newsletters, or even a dedicated internal mobility portal can serve this purpose effectively.
Recognize and Reward Successful Internal Transitions
Shining a spotlight on successful internal moves is a dual win. It motivates the individual who made the transition and serves as an inspiration to others considering a similar path. Whether through internal emails, team meetings, or dedicated award ceremonies, acknowledging and rewarding these transitions can amplify the positive impact of your internal mobility strategy.
Weave Internal Mobility into Your Company Culture
Make internal mobility more than just a program or a policy — make it a part of your organizational DNA. Highlight its importance during onboarding sessions, weave it into performance discussions, and celebrate internal mobility success stories. When employees see that growth from within is not only possible but also celebrated, it fosters a culture of continuous learning and adaptability and encourages employees to take advantage of new opportunities. This also strengthens a company’s employer value proposition, as candidates want to work for an organization that has a culture of learning and career growth
Regularly Update and Refine the Process
Organizational goals and employee aspirations are not static. They evolve. As such, your internal mobility strategy shouldn’t be static either. Schedule periodic reviews to assess the program’s effectiveness, gather feedback from employees and managers, and make necessary adjustments. This iterative approach ensures your strategy remains relevant and efficient.
Mobilizing Your Internal Talent for the Future
In a world where change is the only constant, an organization’s ability to adapt, evolve, and stay ahead hinges largely on its workforce. Through a well-crafted internal mobility strategy, companies aren’t just able to respond to change but harness it, turning potential disruptions into opportunities for growth. By valuing the latent potential within, businesses can boost engagement, reduce costs, and create a culture where growth and adaptability are at the forefront.
Looking ahead, as industries continue to transform and business landscapes become even more unpredictable, having an agile and motivated workforce will be more than just an asset — it will be a competitive edge. Companies that recognize and implement this will not only thrive in the present but will also be better poised to navigate the uncertainties and opportunities of the future.
In essence, a thoughtful internal mobility program is like planting seeds today for a resilient, dynamic, and flourishing organization of tomorrow.
This article was written with the help of AI. Can you tell which parts?