Internal mobility: Why is it important and how can you promote it in your organization?

In the current labor market, most companies face challenges when it comes to retaining and developing their talent. The pandemic has transformed the way people perceive and manage work, leaving leaders with important questions to answer. How can they keep their employees engaged and motivated while simultaneously driving growth and innovation within their companies?

Internal mobility is the key to overcoming these challenges. It allows companies to leverage their existing talent to enhance innovation and agility. At the same time, by offering employees new professional development opportunities, it increases their commitment, motivation, and overall job satisfaction.

What is internal mobility in companies?

Internal mobility is the displacement, transfer, or promotion of employees within a company’s organizational structure. In other words, staff are encouraged to change their job, role, or function in exchange for new professional development opportunities that advance their careers and improve the company’s productivity.

Also known as talent mobility, this strategy can greatly benefit both organizations and employees—as long as it aligns with the company’s specific needs. To ensure success, it’s important to understand what type of mobility your company requires, the needs it should address, and how best to implement it.

Types of talent mobility in the corporate world

There are several types of internal mobility that address different development needs. For example, an employee might transition into a different role within the organization or move internationally to gain a broader understanding of the company. Let’s take a closer look:

1. Functional, transverse, and horizontal mobility

This refers to a change of role within the same hierarchical level. For example, when an employee moves from one position to another with different functions but the same level of responsibility.

This shift in roles may result from changes in business strategy or the identification of high-potential employees. In either case, moving laterally within the company helps employees develop skills that will prepare them for leadership roles in the future.

2. Vertical mobility

Through vertical mobility, an employee moves to a position with greater responsibilities. This involves career progression at both a hierarchical and salary level.

This type of mobility is typically driven by an employee’s achievements and seniority and plays a key role in the company’s talent retention strategy. It allows employees to gain new experiences and skills that enhance their career growth.

3. Geographical mobility

This type of mobility refers to a physical relocation. It is common in global organizations, where employees are transferred to another office nationally or internationally, either to continue in the same position or take on new responsibilities.

The advantages of promoting talent mobility within a company

More and more organizations are recognizing the importance of implementing strong internal mobility strategies. In fact, according to the Talent Trends Report 2023 by Randstad, 1 in 3 HR leaders expects talent mobility to play a more significant role in future workforce strategies. Here are some key reasons why:

• Reduces the cost of replacing employees

Most of the time, employees leave an organization due to career stagnation. To prevent this, companies must recognize that internal mobility provides employees with opportunities for career advancement within the company.

Implementing internal mobility reduces costs, as it requires fewer resources to upskill or reskill an existing employee than to recruit and train a new hire.

• Increases retention and engagement

In companies that do not actively support employee growth, workers are more likely to view leaving as the only way to advance their careers. When this happens, organizations lose valuable talent. However, a well-structured internal mobility strategy encourages employees to seek new roles within the company that align with their interests, keeping them engaged and committed.

• Strengthens corporate culture and promotes well-being

A strong corporate culture is essential for business success, yet hiring employees who fit well within that culture can be challenging.

By promoting internal mobility, companies retain employees who are already familiar with their values and work environment, leading to improved productivity, well-being, and overall job satisfaction.

• Helps develop future leaders

Internal mobility not only benefits employees but also contributes to leadership development within the organization. By taking advantage of professional development opportunities, employees gain the experience and motivation needed to step into leadership roles.

Encouraging internal growth fosters a more inclusive and sustainable decision-making process and helps create a collaborative, adaptable work environment that evolves over time.

CASE STUDY

Discover how we helped Grupo AKRON unlock its internal talent.

See case study

How to develop a successful internal mobility strategy

Statistics show that although 76% of companies understand the importance of internal mobility, only 6% are effectively mobilizing their employees. This is largely due to the absence of a solid strategy for implementing internal mobility. To help you navigate this process, we’ve compiled the best practices for success:

To achieve this, you need a clear understanding of your company’s needs and the tools employees require to transition internally. Additionally, it’s essential to reassure employees that the organization is committed to their growth. Below are key steps to enhance talent mobility in your company:

1. Identify future needs

The first step in implementing an internal mobility strategy is to identify and anticipate the future needs of the organization. What does this entail? Conduct an in-depth analysis of the business landscape, identify areas of growth, and determine what skills are necessary to achieve your strategic objectives.

At the same time, you must evaluate your existing talent—not just their current skill set, but also their potential when provided with the right resources. Your internal mobility strategy actually begins earlier than you might think—specifically, at the point of recruitment. When assessing candidates, look for qualities such as ambition, versatility, and adaptability to new challenges. A clear vision of the future will help you design an internal mobility program aligned with your company’s long-term goals.

2. Be transparent and offer clear opportunities

Transparency and communication are key to building trust between a company and its employees. That’s why it’s crucial that employees understand the career growth and development opportunities available within the organization. One way to facilitate this is by leveraging the employee journey. This roadmap allows employees to visualize their current position, as well as the skills and experiences needed to advance within the company.

Providing detailed information about the criteria for accessing new roles, along with regular feedback on progress and areas for improvement, fosters a culture of openness. This, in turn, strengthens employee commitment and supports their professional development.

3. Nurture the development of skills and competencies

Designing and offering opportunities for continuous skill development is essential for the success of any talent mobility strategy. Companies should invest in training programs that equip employees with the skills necessary for new roles and responsibilities. Special emphasis should be placed on skills that prepare them for key changes in the work environment, such as social, emotional, and technological skills.

4. Rely on tools and technology to facilitate internal mobility

To effectively achieve talent mobility goals, companies must leverage the right tools and technology to manage and track the process efficiently. These include learning management systems (LMS), online training platforms, and even employee apps. A well-designed app can integrate performance evaluations, career tracking, and development programs—streamlining processes and maximizing employee potential.

The integration of e-learning tools and innovative technologies plays a crucial role in this process by providing employees with the flexibility to learn and grow at their own pace.

isEazy Skills: The perfect tool for your internal mobility strategy

49% of companies believe that the lack of tools and processes to identify and mobilize talent is one of the three main barriers to internal mobility. To overcome these challenges, companies must rely on effective technological solutions.

To address this need, isEazy Skills offers the most comprehensive catalog of courses for upskilling your team. Develop your employees’ talent through short, specially designed courses covering the most in-demand soft and digital skills, fully adapted to modern learning methodologies.

With our 100% practical methodology, you can train your team in real-life scenarios and enhance their learning experience with interactive games, engaging resources, and multimedia elements. So, what are you waiting for? Explore our course catalog now and start delivering top-tier training to your professionals.