In the contemporary landscape, businesses grapple with diverse talent management challenges—ranging from attracting and retaining premier talent to addressing promotion bottlenecks caused by extended careers. Additionally, the imperative to bridge skill gaps through effective training and development is ever-present. Our suggestion is to consider internal mobility, a strategic talent management approach adept at navigating these challenges.
Defining Internal Mobility
Simply put, internal mobility is the orchestrated movement of talent within the organisation. It encompasses four distinct trajectories:
1. Upward Movement: Ascending to a higher role with expanded responsibilities.
2. Lateral Transitions: Undertaking a similar role in a different business domain, function, or team (e.g., transitioning from marketing to sales).
3. Downward Exploration: Taking a step down to explore novel roles or business realms, possibly scaling down workload for phased retirement or pursuing other life goals and priorities (e.g., family).
4. Temporary Engagements: Participating in time-limited assignments such as job rotations, job shadowing, temporary projects, and internal consulting engagements.
Realising the Benefits of Internal Mobility
Organisations championing internal mobility are poised to tackle contemporary talent management challenges effectively and capitalise on emerging opportunities. Offering more avenues for career progression and development enhances talent attraction and retention. Simultaneously, internal hiring conserves time and resources compared to external recruitment, onboarding, and training processes.
Research indicates that experiential learning in diverse roles fosters skill development. Insights garnered from varied positions can catalyse innovative thinking and collaborative work. Consequently, internal mobility becomes a strategic driver for closing critical skill gaps and fostering a culture of innovation. Moreover, widespread internal mobility can trigger positive cultural shifts as employees feel recognised for their talents, and organisational emphasis on continuous learning is reinforced.
Fostering Internal Mobility in Your Organisation: 5 Key Strategies
1. Shift Mindsets: Move from a rigid corporate ladder to a flexible jungle gym mindset. Recognise that mobility options extend beyond traditional notions of “up” or “down,” and that “higher” isn’t always synonymous with “better.”
2. Break Silos: Foster cross-departmental collaboration to encourage the sharing of talent. Cultivate partnerships that transcend siloed thinking and talent hoarding.
3. Mitigate Bias: Ensure a fair hiring process for all candidates to prevent biases and favouritism. Implement standardised procedures to evaluate each candidate objectively.
4. Empower Career Planning: Assist individuals in mapping out personalised career plans. Leverage AI to streamline the process and identify relevant internal opportunities.
5. Advisory Roles for Experience: Establish advisory boards, committees, and mentoring programs to harness the expertise of seasoned professionals. Integrate these roles as part of a phased retirement process.
For more tailored insights and recommendations specific to your organisation, feel free to connect with us.
