How to develop a talent mobility strategy to get the most out of your team

talent mobility - estrategia movilidad interna

Currently, companies are struggling with various problems related to changes in the labor landscape, but one of the most urgent is the retention of talent. Organizations invest time and resources into recruiting highly qualified professionals, only to then face the frustrating reality that many of them seek opportunities to grow outside the company. 

This phenomenon not only affects the growth and productivity of the business, but also negatively impacts the image of the organization and the morale of its employees. Therefore, faced with the challenge of retaining talent and keeping employees committed and motivated in the long term, the answer lies in an internal mobility strategy. 

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. 

Types of internal mobility 

There are several types of internal mobility that you can apply within your organization. Some of the most common are: 

  • Horizontal

Also called functional or cross-functional mobility, which 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. 

  • Vertical

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. 

  • Geographic

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.

Reasons to boost a company’s internal mobility 

  • 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. 

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:

1. Before recruiting, think about the future 

Your internal mobility strategy starts much earlier than you think, specifically at the time of recruitment. Therefore, when assessing your candidates, try to identify qualities such as ambition, versatility and adaptability to new challenges.  

2. Offer real opportunities and be transparent from the start 

It’s important to be transparent with the opportunities available now and in the future for your employees’ growth. In addition, internal mobility should be encouraged at all levels of the organization, offering easily accessible opportunities for all, regardless of their role within the company. 

3.  Identify skills and talents needed for your company’s growth and offer training 

It is important to identify the skills and competencies necessary for the growth of the company and give professionals the opportunity to acquire them through continuous training. For this, training programs and training evaluations can be the perfect allies, since they allow you to identify talent that could go unnoticed

4.  Use tools that help employees advance their careers 

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

At isEazy, we offer you a wide range of e-learning solutions designed to develop the professional growth of employees and enhance their potential for internal mobility. 


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