The Future of Hiring Lies in Internal Mobility

How to Develop an Effective Internal Mobility Strategy for Leaders

Internal mobility is an important aspect of any organization's human resources strategy. Also known as "career mobility" or "career progression," it refers to the ability of employees to move within their organization to different roles or departments. This can include promotions, lateral moves, or even rotational assignments.

The benefits of internal mobility extend to both employees and the organization as a whole. For employees, the opportunity for continued career growth and development increases their engagement and commitment to the culture and organization. For the organization, internal mobility can lead to the retention of top talent, increased productivity, reduced turnover, and a stronger culture –– all of which contribute to a stronger bottom-line. Long-term, it can differentiate a company as an employer of choice and in the marketplace based on the products/services delivered and the results achieved.

Let’s take a look at how you can create and implement an effective strategy for your key employees, so they stay with your company, using their skills and abilities to help you achieve your goals. 

1. Determine Your Current Skills Gaps

Before we develop a plan, it is important to take time and assess your current business operations and determine any skills gaps that may be present. Begin by assessing the skills and knowledge of your current workforce compared to the skills and knowledge needed for your business to meet its goals and objectives. Performance evaluations, employee interviews, and surveys are all ways you can determine your needs.

It is also important to remain informed and adapt to the changing market landscape in order to stay ahead and competitive. To do so, the business should look at industry trends and forecast changes to determine what skills will likely be needed in the future, along with key customer behaviors and emerging technologies. Identifying these factors can help leaders better anticipate industry trends and prepare for them. Once any skills gaps have been identified, the business can develop a plan to address them through training, hiring, internal mobility opportunities, and other strategies.

2. Outline Career Development Paths

In order to promote internal mobility, it is vital to clearly define how employees will be able to achieve goals in their current career paths. Start by identifying key roles and responsibilities, determining the skills and experience required for each role, and developing a clear progression plan that includes training and development opportunities. In order to maintain relevance and effectiveness, the career development plan should be regularly reviewed and updated. This supports both the employees' growth and the company's success.

One way to help broaden the capabilities of workers is by offering cross training opportunities, allowing them to learn skills and knowledge that are outside of their primary job responsibilities. This can be an effective way to enhance employee skills, boost morale, improve organizational performance, and allow you to leverage different thoughts and insights.

Additionally, organizations should also have a process in place for identifying and developing high-potential employees capable of excelling in higher positions. This can include targeted development programs, mentoring and coaching, and stretch assignments. In addition to succession planning, it is important to think more broadly about an organization's talent and how they can progress - not only vertically, but laterally as well.

Read More: How to Develop Your Employees to Make an Impact in Your Organization

3. Determine Key Performance Indicators 

Once your employees start down a new career path or begin a new developmental position, it is important to establish performance metrics. They can be used later on to measure progress and success in their new roles. This helps your company better understand what is working well as you implement this new internal mobility plan, along with the areas you need to continue to develop. It can also serve as a motivational tool so employees can see how far they have come –– improving engagement and long-term retention across the board. 

4. Regularly Assess Employee Performance

The only way to ensure that your development initiatives are successful is through assessments and interviews with your employees. By implementing this strategy, an organization will have a clear and transparent process for evaluating and promoting employees. This can include regular performance evaluations and feedback, as well as clear criteria for promotions and advancement. 

Related: Key Strategies to Retain Talent in Any Market

5. Offer Open Communication 

Authentic communication is key when implementing an internal mobility program. Employees should feel comfortable discussing their career aspirations with their managers, and managers should be open to exploring potential opportunities for their employees. 

It is also important for organizations to have a clear understanding of their employee's skills and capabilities so that they can better match them with the appropriate roles and positions. If you create an environment of open communication and trust, you can make the best decision for both parties when considering internal mobility.

Learn More: Effective 'Stay Conversation' Strategies to Reduce Employee Turnover

Hiring for the Long-Term

Growing and moving between different roles and departments can help your leaders gain valuable skills, experiences, and perspectives that can help them lead more effectively and make better decisions. 

If you want to aid your hiring initiatives and create an organizational culture that promotes internal growth, download our white paper, Steps to Identifying & Developing High-Potential Employees. This resource will help you: 

  • Streamline your pipeline of future leaders
  • Identify what makes an employee high-potential
  • Take steps to identify critical talent within your company
  • Learn how to create a development plan, including what a successful program should look like
  • Discover the necessary qualities employees need to transition through a high-potential program
  • And, understand the value of "Self-Disruptive" leaders

Our team at Kinsley Sarn believes that great leaders aren’t just hired, they are developed –– and it is your responsibility to invest in your employees and help nurture them for success. To download your free copy of our white paper and learn how you can develop your leadership teams, click the button below.

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