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

talent mobility - estrategia movilidad interna

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, and this has left leaders with some big 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 levels of commitment and motivation, and improves their working environment.

What is internal mobility in companies?

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

Also known as talent mobility, this strategy can greatly benefit both organizations and employees – as long as it properly responds to each company’s individual needs. To ensure its success, you’ll need to understand what type of mobility your company requires, the specific needs it should respond to, and how best to implement it.

Types of talent mobility in the corporate world

There are several types of internal mobility in existence that match different development needs. For example, an employee might simply change roles within the organization, or make a bold international move in order to expand their knowledge of the wider company. Let’s take a closer look at some examples:

Functional, transverse, and horizontal mobility

Refers to the change of work within the same hierarchical level. For example, when an employee changes from one job to another, with different functions, but the same level of responsibilities.

This is a simple change in functions and job responsibilities, which may be linked to wider changes in business strategy, or result from the identification of candidates with high potential. In either case, changing roles at the same company level can help employees to develop skills that will make them future leaders of that team.

Vertical mobility

Through vertical mobility the employee also changes jobs, but in this case to one with greater responsibilities. This involves progressing at both a hierarchical and salary level.

This type of mobility is usually driven by an employee’s achievements and seniority, and forms part of the company’s talent retention strategy, allowing employees to pick up new experiences and skills that enhance their professional career.

Geographical mobility

The latter type of mobility refers to a physical change of the workplace. It occurs mostly in global organizations, where an employee is transferred to another location nationally or internationally, developing in the same position and assuming new responsibilities.

The advantages of promoting talent mobility within a company

More and more organizations are recognizing the need to implement strong internal mobility strategies. In fact, according to the Talent Trends Report 2023, prepared by Randstad, 1 in 3 human resources leaders expect talent mobility to play a more important role in their future strategies. Below, we share some of the reasons why:

  • Reduces the cost of replacing employees 

Most of the time, when an employee leaves an organization, it is due to career stagnation. For this not to happen, organizations must begin to understand that, through internal mobility, employees have the opportunity to find positions that suit their needs within the company.  

Doing so reduces company costs since it requires fewer resources to reskill or upskill an existing employee than it does to hire a new one.

  • Helps increase retention and engagement 

In a company which is not committed to the growth of its employees, it is more likely for workers to see a change of employment as the best or only option to continue developing. When this happens, organizations lose valuable talent. However, a solid internal mobility strategy can drive employees to search internally for new roles that align with their interests and keep them engaged with the company. 

  • Reinforces corporate culture and promotes well-being 

A strong corporate culture is a prerequisite for the success of any company, and from a hiring standpoint, finding employees who fit well with this culture is a challenge.   

By encouraging internal mobility, the organization ensures access to employees who are already familiar with the company and its culture, improving productivity, increasing well-being and providing value.

  •  It helps create leaders

Internal mobility not only benefits employees generally, but also contributes to the formation of leaders within a company. By taking advantage of new development opportunities, employees become more prepared and motivated to take on leadership roles in the future. This not only opens the door to more inclusive and sustainable decision-making, but additionally helps to build a more collaborative work environment that can successfully evolve over time

How to develop a successful internal mobility strategy

Statistics show that, although 76% of companies understand that internal mobility is important, only 6% of them are properly mobilizing their employees. This is because they do not have a solid strategy to implement internal mobility in their organization. To help you on this journey we have put together the best practices to achieve this:

To achieve this, you’ll need a firm understanding of the needs of the company, and to provide employees with all the tools they need to move internally. You’ll also need to assure them that the organization is committed to their growth. To help with this, we’ve developed a series of steps you can follow 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? Carry out an analysis of the business landscape, identify areas of growth and, finally, determine what skills are necessary to achieve your strategic objectives.

At the same time, you must also evaluate the potential of your available talent, considering not only their current set of skills, but also what they might be capable of in the future if equipped with the right tools. Your internal mobility strategy actually starts much earlier than you might think – specifically, at the point of recruitment. Therefore, when evaluating new candidates, try to identify qualities such as ambition, versatility and adaptability to new challenges. This clear vision of the future will allow you to develop an internal mobility program properly aligned with the company’s long-term goals.

2. Be transparent and offer clear opportunities

Transparency and communication are both fundamental elements in building trust between a company and its employees. For this reason, it’s crucial that employees are aware of the growth and development opportunities available to them within the organization. To help with this, you can take advantage of the employee journey [EC1]. This tool is a kind of roadmap of an employee’s professional journey, which allows them to visualize where they currently are, as well as what skills and experiences they might need to acquire to grow within the company.

It’s important to provide detailed information on what criteria employees need to satisfy in order to access new opportunities, as well as provide consistent feedback on progress and identify areas for improvement. By doing this, you can create an environment of openness and transparency, helping to foster a sense of commitment amongst employees and promoting 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 allow employees to pick up all the skills they need to assume new roles and responsibilities. Moreover, special emphasis should be placed on skills that will equip them to handle key changes in the work environment, such as social, emotional and technological skills.

4. Rely on tools and technology to facilitate internal mobility

In order to achieve talent mobility objectives, companies must have the right tools and technology at their fingertips so they properly manage and monitor the process. This includes learning management systems (LMS), online training platforms, and even employee apps. A good app can combine performance evaluation, career tracking and even help with the construction of development programs, simplifying processes and maximizing the potential of employee talent in an efficient way.

The integration of e-learning tools and innovative technology plays a key role in this process, by providing employees with the resources they need to learn flexibly.

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 3 main barriers to internal mobility. To overcome these barriers, it is crucial that companies rely on effective technological solutions.

To help with this, isEazy Skills offers you the most complete catalog of courses on the market for upskilling your team. Develop your employees’ talent through specially-designed short courses, covering the most in-demand soft and digital skills and completely adapted to the latest learning formulas.

Thanks to our 100% practical methodology, you’ll unlock the ability to train your team in specific behaviors and situations taken from their daily lives, as well as multiply their learning potential through our interactive games, resources and multimedia elements. So what are you waiting for? Access our course catalog now and start offering your professionals the very best training.

Elizabeth Aguiar Chacón


Elizabeth Aguiar Chacón

Content Marketing Specialist at isEazy

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