Internal mobility, or how to retain talent

Summary

1. What is internal mobility?

2. Assessing the cost to the company of turnover and internal mobility

3. Implementation: including internal mobility as part of your HR strategy

4. Internal mobility to retain employees

1. What is internal mobility?

Internal mobility is the movement of employees within an organization for career transitions or career development¹. It can take various forms:

• Upward: move to a position with responsibilities;
• Lateral: move to another equivalent position;
• Or geographical.

This strategy is a lever for talent retention, increasing employee engagement with the company.

2. Assessing the cost to the company of turnover and internal mobility

As you will be well aware, recruitment is an expensive business. The method of recruitment, the level of the post, the length of the process and the geographical location can all significantly affect the cost of recruiting from outside of the company. Recruitment from within the company has a number of advantages: the candidate is already known to the HR department, and does not need to adapt to the company. The cost of finding the candidate is reduced, since there is no need for the use of external sites. Lastly, a change of job or location can result in a more motivated and grateful employee, leading to increased productivity.

Measuring employee satisfaction to anticipate internal mobility requirements

Although happy employees are more likely to change jobs within the company or to remain with the same company after moving home, internal mobility also helps to increase employee satisfaction. This virtuous circle is not difficult to implement: simply measure your employees’ satisfaction on a regular basis, and offer them a way to progress and feel fulfilled in their professional development.

3. Implementation: including internal mobility as part of your HR strategy

Encouraging your employees to change jobs within the company has undeniable benefits:

• Skills development;
• Increased talent retention, and reduced staff rotation;
• Better communication and collaboration between teams;
• Lower recruitment costs;
• Employee motivation due to career development opportunities.

Specific actions are the key to encouraging internal mobility:

• Workshops to present the different jobs;
• Internal job forums;
• Listing of job vacancies on internal social networks;
• Training for employees who want to change jobs or learn new skills.

You can also extend an internal mobility campaign over months, or even years, providing a boost and injecting new life into your teams. During annual interviews or surveys, do not hesitate to ask your employees directly about internal mobility.

4. Internal mobility to retain employees

Employee retention is a major challenge for organizations, and internal mobility represents a powerful tool to help achieve this. By offering their employees opportunities for professional development and progress within the organization, companies can build loyalty and encourage motivation among their talent.

Internal mobility lets employees take on new challenges, develop new skills, explore different roles or areas of expertise, and continue to learn and develop on a professional level. In this way they remain engaged and motivated, feeling valued, supported and encouraged in their career development within the organization.

Internal mobility can also help retain employees by offering a better response to their needs and their career aspirations. Organizations can customize internal mobility programs, taking into account the interests, skills and development objectives of each employee. An organization that takes an interest in the aspirations of its employees and is prepared to invest in their long-term career development can be an incentive for employees to remain loyal.

In conclusion, internal mobility is a strategic lever for modern organizations and individuals looking for career development opportunities. It helps to create a dynamic environment conducive to growth and ensuring employees feel fulfilled, while ensuring organizations can adapt to the challenges and opportunities of an ever-changing workplace.

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Sources :

• ¹ https://www.icims.com/blog/what-are-the-types-of-internal-mobility/
• ² https://hrnews.co.uk/employees-dont-leave-bad-companies-they-leave-bad-managers/