Unlocking Career Potential Through Internal Mobility

Introduction

Why Internal Mobility Matters

• Reduces Turnover and Retains Talent: Employees are more likely to stay when they see clear growth pathways within the organisation.
• Supports Employee Growth and Development: Internal opportunities allow employees to build new skills, expand their expertise, and pursue meaningful career paths.
• Boosts Engagement and Loyalty: Employees who feel valued and supported are more engaged, motivated, and committed to organisational success.
• Strengthens Organisational Agility: Internal mobility ensures that the right talent is deployed in the right roles, enabling organisations to adapt to changing needs.

Strategies to Promote Internal Career Moves

Create Transparent Career Pathways: Develop clear, accessible pathways that outline potential career moves and growth opportunities. For example, use visual frameworks or platforms to map lateral and vertical progression routes.

Leverage Skills Mapping: Assess employees’ current skills and identify potential matches for new roles or projects. For example, “Which roles require critical thinking and collaboration skills that align with this employee’s strengths?”

Foster Open Conversations About Career Goals: Encourage managers to have regular check-ins to discuss aspirations and internal opportunities.

Highlight Internal Success Stories: Share examples of employees who have successfully transitioned to new roles within the organisation to inspire others.

Frameworks to Enable Career Progression

• Internal Job Boards: Create a platform where employees can explore open roles and apply for positions internally.
• Mentorship and Coaching Programs: Pair employees with mentors who can guide them toward internal opportunities that align with their goals.
• Cross-Departmental Projects: Offer employees the chance to collaborate with other teams to gain exposure to different roles and responsibilities.
• Learning and Development Platforms: Provide resources for employees to upskill and prepare for new opportunities.

The Role of Managers in Internal Mobility

• Identify Potential: Managers play a key role in recognising employees’ strengths, motivators, and growth aspirations.
• Support Skill Development: Encourage employees to pursue training or certifications that align with future roles.
• Advocate for Opportunities: Actively promote internal opportunities and recommend employees for new roles or projects.
• Facilitate Goal Alignment: Help employees align their career goals with organisational needs, creating win-win outcomes.

Actions to Consider

1. Evaluate Current Processes:
   • Does your organisation have clear frameworks for internal mobility?
   • How accessible are internal opportunities to employees?
2. Develop Tools and Resources:
   • What tools can help employees identify potential roles and career paths?
   • Are there learning resources to prepare employees for transitions?
3. Empower Managers to Drive Mobility:
   • How can managers support career discussions and identify internal opportunities?
   • What training or resources do managers need to become mobility advocates?

Final Thoughts