5 tips that stimulate internal mobility
Internal mobility - or moving to another department/position within your organization - is a trending topic. This is not without reason: it is becoming increasingly difficult for organizations to fill vacancies. So an extra reason to check internally to see if you can fill vacancies. By stimulating internal mobility, you get more out of your employees' talents and increase retention.
Internal mobility is therefore positive for your organization and employees, but then you have to make the right choices and approach it as concretely as possible. We explain how to do that using five tips.
1. Encourage internal mobility
Boosting internal mobility starts with creating a culture of sharing and developing skills within your organization. According to the LinkedIn Workforce Learning Report 94% of employees want to stay with a company if they notice that the company is investing in their career. How to achieve that? Create an environment where team members can continuously learn and grow. That's why, among other things, have regular conversations with your employees about their personal development. Ask them about their ambitions, needs and draw up a personal development plan together.
2. Offer employee training courses
Have you talked to employees about their ambitions within the company? Therefore, offer them training and/or courses that allow them to develop within their own field or for another position within the organization. It is an investment, but you are not only making it for the employee, but certainly also for your organization.
3. Also encourage cross-functional work
Internal mobility doesn't just mean that a team member moves permanently from one team to another. It also gives the freedom to use that mix of skills to join forces for a project, for example. Suppose someone from your realization team is interested in a marketing project, encourage that employee to share those ideas. This also promotes the sharing of ideas and stimulates innovation. In addition, you show that you are open to internal mobility, that talent does not have to stay in a specific role and that employees can discover whether other roles are also appropriate.
4. Set up a talent management strategy
Do you already have a good talent management strategy? Do you know exactly how to manage the inflow, flow and outflow process of employees? What are the goals of your organization and what (additional) qualities do you still need for that? These are just a few of the questions you'll answer with a solid talent strategy
To do this, map out how you can already achieve the organizational goals with the current staff and get the most out of employees.
5. Create a platform for employees
Ixly's People Platform is entirely designed to stimulate internal mobility within your organization.
You set up this platform yourself with goals, tasks, reports, action and progress plans and work agreements. Communicating with candidates and clients via the platform is flexible and efficient. You streamline your candidate experience for assessments, coaching and other processes, and that's exactly what employees want. You will notice that employees move on faster and you will thus bind them to the organization for a longer period of time.
Start now with more internal mobility in your organization
More and more organizations are embracing the internal mobility policy. Curious how the NS approaches this? NS strives to be at the forefront and innovative in its approach to HR and its talent management. She wants to promote internal mobility in order to allow talent in the organization to flourish even more. Read here the case.
