What is Internal Mobility?

In the quest to keep your organization competitive, holding onto your top talent for the long run is a must. Yet, there comes a point when employees naturally outgrow their current roles. The good news is, that there's a simple solution for keeping your valuable team members on board as they advance in their careers. It's called talent mobility, and it's all about giving your current employees the chance to explore new roles right here in the company.

Talent mobility is like a dance for employees within an organization. It's not just about climbing the stuffy corporate ladder; it's more about trying out different moves, learning new skills, and staying in sync with the changing needs of the team.

How can you explain the concept of Internal mobility in a more accessible way?

When we talk about mobility in the workplace, there are two main flavors to consider: vertical mobility and horizontal mobility.

Vertical mobility is when someone moves on up the ladder to higher positions in the company. Think of it like a career elevator going up. For instance, if you've got a super talented marketing manager who's been knocking it out of the park, and you decide to reward their hard work by promoting them to a marketing director role, that's vertical mobility in action. They're climbing the career staircase.

On the flip side, we've got horizontal mobility, which is more like switching dance partners without changing the dance floor. It's when employees take on new roles within the organization without going up or down the career ladder. Let's say you have an Executive Assistant (EA) who's been supporting the Chief Finance Officer (CFO) and then you shift them to work with the Chief Executive Officer (CEO). That's horizontal mobility. They get a fresh role, but it's like a lateral move – no change in their pay grade or level of authority. It's all about trying out new steps on the same floor.

Why does an organization need to consider Internal mobility's significance?

Internal mobility, which is all about letting your folks move around within the company, is absolutely essential in today's ever-changing business world. Here's why it's a big deal:

First off, it keeps your team members excited and eager to give their best. When they see chances to grow and learn right where they are, they're more likely to stick around and keep doing their thing.

It's like your secret weapon for dealing with the fast changes in skills that the modern workplace demands. What your organization needs now might not be the same as what's needed in the future. Internal mobility makes sure you've got the right folks with the right skills at the right time.

Plus, it's like a creativity booster for your team. When people switch things up and move between departments or roles, they bring in new ideas and perspectives, which can lead to innovation and better problem-solving. It's also a way to help them build their careers by trying out different jobs, and projects, and even getting some coaching to help them grow.

How can you put Internal mobility into action within your organization?

Putting internal mobility into practice is a unique journey for every organization. It starts with creating a workplace culture that truly values the idea of people moving around within the company. Encourage your team to explore different roles and provide learning chances. It's all about giving them a roadmap for their career that includes sideways moves and learning new skills.

The magic ingredient here is communication. Keep your employees in the loop about what's up for grabs within the company. Set up mentorship programs that offer guidance in their career adventures. Invest in learning and development to help your team learn new stuff.

But, to make sure internal mobility really works, you've got to get inside the heads of your employees. Understand what they want and what they need. It's like giving your current team the same attention you give to new recruits. And a big part of this is being clear and honest with your folks about what they can achieve in the future. When they know what's on the horizon, they can aim for it and plan their journey better. So, remember, to make internal mobility shine, you've got to be in tune with your team's dreams, and you've got to show them the path they can take within the company.

Developing a program for internal mobility.

Setting up a well-structured program for internal mobility is your ticket to keeping your star players right where you want them.

To start, take a good look at the folks you have on your team and figure out where there might be some skills missing. After that, put together a plan for internal mobility. This plan should map out how people can move up the ladder, what kind of training and development they need, and what kind of results you're looking for. Technology can be a big help here. Use HR software and data to keep tabs on your team's skills, what they're interested in, and how well they're doing. This way, you can make decisions based on real data.

Oh, and don't forget to make this available to everyone on your team, no matter what their job is or where they're at in their career. Create a culture where people feel encouraged to take chances and try new things within the company.

Remember, internal mobility isn't just about climbing some fancy corporate ladder. It's all about having a team that's ready for anything, full of new ideas, and always up for a challenge. It's the secret sauce that keeps your organization growing, innovating, and thriving in the ever-changing world of business. So, go ahead, open the door to bigger possibilities for your top talent, and create a future-ready team.