5) Pathways to Success: Nurturing Talent and Fueling Growth with Internal Mobility Programs

By Nipuni Weerasuriya

Nowadays, companies are constantly seeking innovative ways to retain top talent, foster growth, and stay ahead of the competition. One strategy that has gained significant momentum is the implementation of Internal Mobility Programs (IMPs). These programs not only empower employees to explore new horizons within the organization but also serve as a catalyst for organizational development. In this article, it discusses about the benefits of internal mobility and provides strategies for effectively promoting talent movement within the company.

A systematic talent mobility strategy enables organizations to more effectively acquire, align, develop, engage, and retain high performing and potential talent by implementing a consistent, repeatable, and global process for talent rotation. - The Definitive Guide To Talent Mobility, Steve Bonadio

 

What is Internal Mobility?

Internal mobility is the movement of employees (vertically and laterally) to new career and development opportunities within the same organization. This includes promotions, demotions, new positions, mentorships, cross-team or additional projects, job shadowing, and job swaps. (www.aihr.com)

Types of Internal Mobility

Internal mobility encompasses various ways employees can transition within an organization. Here are some types of internal mobility:

Lateral Mobility	Employees move to roles at the same level of hierarchy but in different departments or teams. This allows them to gain new experiences and skills while staying at a similar career level.
Vertical Mobility	Vertical mobility involves promotions to higher positions within the same organization. Employees take on more responsibility and leadership roles.
Cross functional Mobility	This type of mobility involves moving between different functional areas or departments. For example, a marketing professional might transition to a role in operations.
Geographical mobility/ Transfers	Employees relocate to different offices or branches of the company, often to support business expansion or to fill specific skill gaps in different locations.
Project based mobility	Employees temporarily join project teams to contribute their expertise, regardless of their regular job roles. This allows for skill diversification and collaboration
Job Rotation programs	Employees undergo a planned sequence of job rotations across various departments. This exposes them to different aspects of the organization and helps identify their strengths.
Promotion	When a higher position such as team lead or manager becomes vacant within the company, it’s common practice to fill that role from your existing pool of internal candidates.
Demotion	There is a negative connotation to this type of mobility as it's usually associated with poor performance. Demotion is the opposite of promotion, where an employee is reassigned to a lower job level instead of an upwards movement

 

Benefits of Internal Mobility Programs

While often overlooked as a lever for talent, offering employees lateral moves can be an untapped gold mine for companies. By adopting leading practices for internal mobility, companies can better deploy existing worker capacity and benefit from more successful hires who hit the ground running in new roles with greater institutional knowledge, higher levels of engagement and retention, and even improved gender equity. At the same time, employees benefit from              meaningful skill and career development opportunities that better align with their goals, making this a win-win for employers and employees alike. (Vaduganathan et al,2022)

 

•          Skills Enrichment: Internal mobility allows employees to diversify their skill sets by taking on new roles or responsibilities. This cross-functional experience not only keeps them engaged but also prepares them for leadership roles in the future.
•          Enhanced Engagement: Employees are more likely to remain engaged when they feel their career path is not limited to a single trajectory. By offering opportunities for growth, companies can significantly improve employee satisfaction and loyalty.
•       Reduced Turnover: A well-structured internal mobility program can alleviate the need for employees to seek external opportunities for career advancement. This reduces turnover rates and minimizes the loss of institutional knowledge.
•       Cost Savings: Hiring externally often involves significant recruitment costs and training investments. Promoting internal talent reduces these expenses while benefiting from individuals who already understand the company culture and operations.
•          Cultural Continuity: Internal promotions help maintain the company's cultural continuity. Since employees are already familiar with the organization's values and practices, they can seamlessly transition into new roles without a steep learning curve.

 

(Source:LinkedIn)

Why Do Many Companies Struggle with Effective Internal Mobility?

Numerous companies are facing challenges in implementing successful internal mobility initiatives. Several factors contribute to these difficulties, often stemming from outdated behaviors and thought patterns. To foster a culture of internal mobility, it's crucial to recognize and address these issues. Below table shows why companies might be getting internal mobility wrong and explore ways to transform their approach:

Limitations in implementing IMP	Alternative approaches to consider
Lack of Transparency: Some organizations fail to communicate the availability of internal opportunities clearly. This lack of transparency can discourage employees from exploring new roles within the company.	Transparency and Communication: Clearly communicate internal opportunities, emphasizing their value and aligning them with employees' career aspirations.
Silos and Fragmentation: When departments operate as isolated units, it becomes difficult for employees to transition between functions. Silos hinder cross-functional collaboration and limit employees' exposure to diverse experiences.	Breaking Down Silos:  Encourage cross-functional collaboration and provide opportunities for employees to experience different parts of the organization.
Risk Aversion: Companies often fear that moving employees internally might lead to knowledge gaps or skill shortages. This risk aversion can stifle talent development and deprive the organization of fresh perspectives.	Embrace Risk and Innovation:  Encourage experimentation and risk-taking to develop talent and uncover new perspectives.
Fixed Mindset:  A rigid adherence to traditional career paths can hinder internal mobility. Employees might feel trapped within their current roles if they believe lateral or cross-functional moves are not valued or encouraged.	Flexible Career Paths:  Promote the idea that career growth doesn't necessarily mean moving up the hierarchical ladder. Lateral and diagonal moves should be recognized and rewarded.
Lack of Support: Without proper training, mentorship, and guidance, employees might struggle to adapt to new roles. The absence of support mechanisms can lead to dissatisfaction and hamper the success of mobility initiatives.	Invest in Support Systems:  Provide training, mentorship, and resources to ensure smooth transitions for employees taking on new roles.
Managerial Resistance:  Managers who prioritize their team's performance over talent development might resist releasing employees for internal moves. This resistance can hinder the fluidity of talent movement. Undefined Pathways:  In the absence of clear pathways for growth, employees may not know how to navigate their internal mobility journey. The lack of well-defined career trajectories can impede their progress.	Managerial Buy-In:   Educate managers about the benefits of internal mobility and include talent development as part of their performance evaluation. Invest in Support Systems Provide training,  mentorship  and resources to ensure smooth transitions for employees taking on new roles
Inadequate Recognition:  When internal moves aren't celebrated or rewarded, employees might perceive them as insignificant. This lack of recognition can discourage others from pursuing similar opportunities.	Recognition and Rewards:  Acknowledge and reward employees who embrace internal mobility, showcasing the organization's commitment to career development.
Short-Term Focus:  Some companies focus excessively on short-term goals and immediate results. This mindset can overshadow the long-term benefits of internal mobility in terms of skill development and employee retention.	Long-Term Vision:  Balance short-term goals with a focus on nurturing skills and creating a sustainable, adaptable workforce.

 

 Strategies for Promoting Talent Movement
 

• Transparent Communication: Openly communicate the existence and benefits of the internal mobility program to all employees. Regularly share success stories of employees who have thrived through internal career transitions.
•  Skill Mapping and Development Plans: Create a system for mapping employees' skills, interests, and career aspirations. Pair this information with development plans to align individual growth with organizational needs.
•  Manager Training: Train managers to identify potential candidates for internal mobility. Encourage them to have candid career conversations with their team members and support their growth aspirations.
• Tailored Opportunities: Develop roles and projects that allow employees to apply their existing skills while also acquiring new ones. This customization enhances their job satisfaction and overall contribution.
• Cross-Departmental Collaboration: Foster collaboration between departments to identify opportunities for cross-functional movement. This approach not only enriches employees' experiences but also fosters innovation.
• Performance-based Approach: Base internal promotions on performance metrics, skills development, and potential rather than just tenure. This ensures that the best-suited candidates are recognized and given growth opportunities.
•  Mentorship and Coaching: Pair experienced employees with those seeking internal mobility to provide guidance and support. Mentorship can greatly enhance an employee's transition into a new role.

 

Rising Within: Case studies of exceptional Internal Mobility Programs in action

·     1)  AdventHealth's Exemplary Approach to Internal Mobility

 AdventHealth, a prominent healthcare provider spanning nine states in North America, stands as a shining example of a company that has mastered the art of nurturing internal mobility. With an expansive workforce of 80,000 employees, AdventHealth has effectively created an internal mobility experience that sets a new standard in the industry.

 

Renowned for its streamlined yet impactful internal mobility program, AdventHealth has garnered recognition not only from its peers but also from esteemed organizations. The company's commitment to fostering talent movement within its ranks has earned it prestigious accolades, including the esteemed Lean Human Capital Elite Award and a coveted CANDE Award in 2020.The true measure of success, however, lies in the positive feedback received directly from AdventHealth's employees. This serves as a testament to the tangible value and profound impact of the internal mobility program. By prioritizing career growth and providing a platform for employees to explore new avenues within the organization, AdventHealth has created an environment where personal development and organizational success go hand in hand.

 

·        2) Unveiling the Evolution of Employee Mobility at L’Oréal

The concept of internal mobility at L’Oréal transformed into a tangible reality through the introduction of the Positions Open Portal (POP). Developed on the Avature platform, this innovative tool was launched in August 2018 across 70 countries. As a centralized hub, POP reshaped the landscape of internal mobility by reducing the reliance on HR involvement and putting the reins of control squarely in the hands of employees.

 

                                                        (Source: www.youtube.com)

The dynamic functionality of POP empowers employees to take charge of their careers through a range of actions. From applying for internal openings and sharing job postings within their circles to referring friends or family members, this all-encompassing platform redefines the way L’Oréal's workforce navigates opportunities.

 

What sets POP apart is its ability to offer employees a newfound sense of transparency. In the past, the array of possibilities within the organization often remained obscured. Now, employees enjoy comprehensive visibility into a spectrum of open positions. Amplifying this transparency, POP facilitates personalized notifications tailored to each user's professional ambitions, ensuring that relevant vacancies are never missed.Beyond enhancing individual aspirations, L’Oréal recognized an additional layer of significance within the program. By pinpointing employees who applied for a notable number of roles within a year, the company harnessed POP's potential to identify those at risk of departure. This preemptive strategy stems from the insight that individuals exploring internal opportunities are likely considering external prospects as well.

L’Oréal's journey into transforming employee mobility showcases how strategic technology implementation can reshape organizational dynamics, cultivate transparency, and align professional growth with corporate vision.

·    3) United Airlines created a talent development program by issuing thousands of mobile devices. The primary aim of the technology is to enable employees to provide customer service from any location. However, United Airlines analyzes data from the devices to identify top performers so that they can be spotlighted for internal moves within the company.

·   4) Hitachi has long understood the importance of internal talent mobility. But, with over 300,000 employees, it had difficulty implementing reporting tools and performance tracking. To resolve the issue, Hitachi founded a learning management system called “Hitachi University” which has engaged a large number of workers. Through customized L&D programs, Hitachi can prepare existing employees to handle future challenges and move their way up in the corporation.  

 

In an era where employee retention and development are paramount, internal mobility programs stand out as a winning strategy. By nurturing talent from within, companies can build a skilled and engaged workforce, reduce turnover, and cultivate a culture of continuous learning. The benefits of these programs ripple throughout the organization, sparking innovation, improving employee morale, and positioning the company for sustained growth. As businesses embrace internal mobility, they are not only shaping individual careers but also fostering a brighter future for the organization as a whole.

References:

• What Outperformers Do Differently to Tap Internal Talent, Vaduganathan, Nithya; Zweig, BenMcDonald, Colleen; Simon, Lisa.  MIT Sloan Management Review; Cambridge Vol. 64, Iss. 1,  (Fall 2022): 1-4.
• recruitee.com. (n.d.). Internal mobility: what it is, and best practices. [online] Available at: https://recruitee.com/articles/internal-mobility.
• Linkedin.com. (2022). What Is Internal Mobility and Why Do So Many Organizations Get It Wrong? [online] Available at: https://www.linkedin.com/business/talent/blog/learning-and-development/what-is-internal-mobility-and-how-to-get-it-right.
• Avature. (n.d.). How L’Oréal Unlocked Hidden Talent With Internal Mobility. [online] Available at: https://www.avature.net/case-study/how-loreal-unlocked-hidden-talent-with-internal-mobility/.
• www.smartrecruiters.com. (2021). The Top 3 Talent Mobility Programs of 2021 | SmartRecruiters. [online] Available at: https://www.smartrecruiters.com/blog/internal-recruiting-awards/
• www.youtube.com. (n.d.). Retaining Talent With an Internal Mobility Program That Transcends Borders: A L’Oréal Success Story. [online] Available at: https://youtu.be/KrXDrZIEWaM