Promoting internal mobility within your organization is one of the most effective strategies to enhance employee engagement and retention. Providing opportunities for employees to explore different roles, projects and experiences within your organization can help foster a sense of growth, development and job satisfaction.
In this article, we enumerate some strategies to make internal mobility more effective, and consider key metrics to be tracked to ensure the success of your mobility initiative:
Ensure that employees are aware of internal mobility opportunities and understand the process to apply for different positions. Create a communication plan and ensure that you reach employees through multiple communication channels. All functional leaders need to be involved early, and you need them to be champions of this change. Transparent communication increases trust and encourages constructive feedback and dialogue.
Career Development Plans
Help employees create personalized career development plans that align with their interests and skills. Regularly discuss these plans during performance reviews and provide guidance on how internal mobility can be a part of their growth trajectory.
Your communication plan should include employee town-halls, all-hands events and regular seminars and how-to sessions that educate and inform employees about how they can create personalized development plans.
Offer training programs, workshops and educational resources to help employees acquire new skills and knowledge necessary for different roles within the organization. This investment in their professional development shows that you value their growth.
Mentoring and Coaching
Implement mentoring or coaching programs to connect employees with experienced professionals who can provide guidance and support during the internal mobility process. Mentors can help employees understand different roles, navigate challenges and develop the necessary competencies.
Implement a robust performance evaluation system that considers both current job performance and an employee's potential to succeed in different roles. This approach encourages employees to develop a broader skill set and increases their chances of internal mobility.
You probably will not get it 100% right in the first iteration. This is going to be an evolutionary process, so it is imperative that you create avenues for employees to provide feedback on the internal mobility process. Listen to their suggestions, address concerns and continuously improve the system to enhance employee satisfaction and engagement.
Employee Success Stories and Recognition
Recognize and reward employees who successfully transition to new roles through internal mobility. This acknowledgment reinforces the value of internal mobility and motivates others to explore similar opportunities. Highlight success stories of employees who have benefited from internal mobility. Share these stories through internal communications, newsletters, or company-wide meetings to inspire others and showcase the benefits of internal career progression.
Measuring your Success
We have heard of the old management maxim: “What is not measured cannot be managed”. With this in mind, let us discuss 5 key indicators that will measure the success of your mobility initiative.
1. Internal Mobility Rate
Measure the percentage of employees who have moved to different roles or departments within the organization over a specific period. A higher internal mobility rate indicates a more dynamic and opportunity-rich work environment.
2. Time to Internal Mobility: Track the average time it takes for employees to transition to a new role within the organization. This metric can help identify any bottlenecks in the internal mobility process.
3. Employee Satisfaction and Engagement
Regularly survey employees to assess their satisfaction and engagement levels. Analyze the responses to identify if internal mobility initiatives positively impact these metrics.
4. Retention Rate
Monitor the retention rate of employees who have engaged in internal mobility compared to those who haven't. Higher retention among internally mobile employees indicates the effectiveness of the program in talent retention.
5. Skill Acquisition and Development
Assess the skills employees have acquired or developed during their tenure with the organization. Measure how internal mobility contributes to broadening their skill set and enhancing their professional capabilities.
Having gone through the hard metrics above, it is essential that you gather feedback from employees who have gone through the internal mobility process. Understand their experiences, challenges faced, and suggestions for improvement.
By focusing on these strategies and metrics, you can create a culture that values internal mobility, engages employees, and encourages them to stay and grow within your organization.