Performance & Culture
How to Strengthen Employee Engagement and Retention by Implementing Internal Mobility Strategies
Internal mobility programs can be a useful strategies to keep your companing moving to the right direction. Learn more about it!
Performance & Culture
Internal mobility programs can be a useful strategies to keep your companing moving to the right direction. Learn more about it!
Isabel García
HR Consultant
13 of March, 2023
Employee engagement and retention are major factors in the success of any business. By providing employees with opportunities to grow and advance within their organization, businesses can increase employee engagement and retention and create a more positive work environment.
Internal mobility strategies offer employees the chance to move up in their current organization by applying their existing skills and knowledge in new and exciting roles.
Implementing internal mobility initiatives can help to strengthen employee engagement and retention by providing employees with opportunities to grow and develop. This practices will also be helping to reduce turnover and create a more positive and productive workplace, which you can verify using work climate surveys.
Internal mobility is the movement of employees from one position or location to another within an organization. Internal is distinct from external mobility, which is the movement of employees between organizations.
IMPs (Internal Mobility Programs) have become increasingly common in organizations as they seek to retain their talented employees, while also ensuring they are able to meet the changing needs of their business.
Increasingly, more organizations are implementing IMPs because they recognize the benefits of promoting internal mobility, as opposed to relying primarily on external hiring to fill their talent gaps.
This strategy can take many forms, including promotions, lateral moves, job rotations, transfers between departments, and reassignments. Whatever the type of mobility, the goal is to provide employees with opportunities to grow and advance within their organization.
There are many benefits to implementing internal mobility strategies, including improved employee engagement, reduced turnover, and enhanced organizational agility.
Before you can implement any IMP, you need to carefully identify the areas and positions where you have opportunities for advancement. Internal mobility can be highly beneficial for organizations, but only where there is a match between the skills of the employee and the requirements of the position.
Make sure that you carefully identify opportunities for internal mobility, and that you have the right skills and abilities within your organization. It can be helpful to create a list of positions that are currently open, along with the skills and abilities needed for each of these positions.
Additionally, make a list of the skills and abilities of your current employees. This can help you to identify where there are potential opportunities for internal mobility.
When promoting employees internally, it is important to make sure that they feel supported and recognized for their achievements. Take the time to recognize employees and provide positive feedback, especially when promoting them to new roles.
In addition to identifying and promoting employees for specific opportunities, you should also consider how you will implement an IMP. When creating an IMP, it can be helpful to consider the following questions: What are the goals and objectives of the program? What types of positions should be included in the program? What types of employees will be considered for the positions? How will candidates be selected for the positions? How will employees be promoted?
Before you can build an effective internal mobility program, you must first understand the goals and objectives of the program. What are you hoping to achieve with this program? What type of employees do you want? How will you measure success?
Consider which positions you want to include in your internal mobility program. Focus on promoting employees to positions where there are currently skill gaps or shortages, or for critical positions that need to be filled immediately.
Next, consider the types of employees you want to promote through the program. Do you have a list of employees with the right skills and abilities for the positions you want to fill? Do you have a list of employees who you feel could benefit from additional training and development?
Some promotions are immediate and occur without any additional training or preparation. However, in some cases, an employee will require additional training or education before they can assume their new role.
The key to a successful internal mobility program is continual communication and engagement between employees and managers. As your organization and business continues to evolve, you will need to keep your internal mobility program fresh and flexible.
Continue to promote from within, and keep your eyes open for potential opportunities to promote employees. When someone does an exceptional job on a project or in their day-to-day responsibilities, take the time to recognize the success and discuss potential opportunities for promotion with them.
It is important to carefully track and measure the success of your internal mobility program. You can use metrics such as employee engagement, turnover rates, and rates of promotion to measure the impact of your internal mobility program.
When measuring the impact of your internal mobility program, make sure that you look at the data over time. This will allow you to account for any other factors that may be impacting these metrics, such as economic factors or changes in hiring practices.
Challenges that organizations face when implementing internal mobility programs include lack of clarity around roles, lack of support from leadership, and lack of communication between employees. To overcome these common challenges, follow these best practices.
IMPs can definitely help your company to stay with top employees for a long time, while developing the current workforce to always evolve professionally. There are many benefits to taking advantage of these strategies. That is why companies like Google are currently using them.
With the points we brought to discussion in this post, there might be more than enough information for you to implement within your company. Using HR software such as Sesame HR can also help you implement IMPs.
Sesame HR offers you performance management tools that can aid you in identifying talented employees that can benefit from a change of role. Try it for free for 14 days and see it for yourself.