What is internal mobility? 

Internal mobility is when employees change roles within the organisation. They develop within the company through promotions, lateral moves, mentorships and cross-team projects. Internal mobility is also referred to as internal talent mobility. It gives employees space to grow and businesses more strength and stability. Organisations successful with their internal mobility create strategies that align career growth with the company’s needs.  They keep employees engaged and motivated, enabling them to create a more skilled and adaptable workforce.

Related: A guide to internal mobility

The importance and benefits of internal mobility in a nutshell

Internal mobility is paramount in today’s job market. Not only does it develop talent, but it also saves hiring time. Talent mobility benefits both the business by making it more agile and its employees by offering a wealth of opportunities. Here is a snapshot of why internal mobility is essential for a more connected workplace:

• Internal mobility helps businesses attract and retain talent by giving employees clear growth opportunities. It also promotes knowledge sharing as they bring fresh insights to new teams.
• It saves time and reduces costs by streamlining hiring and training, making it easier to fill skill gaps without relying on external recruitment.
• A skills-based approach ensures fairer, more inclusive career opportunities. In turn, this increases workplace diversity.
• By breaking down silos, internal mobility encourages cross-department collaboration, driving innovation and efficiency.

Related: Skills gap analysis: why is it important and how to conduct one?

Types of internal mobility to strengthen your talent strategy

There are several types of internal mobility, and all of them should be considered as part of your talent strategy. Here is a quick overview of those different types:

• Upward mobility is when a promotion moves employees into higher positions.
• Role-to-role mobility refers to a lateral move that gives employees the chance to try new roles, develop different skills and work with a new team.
• Transfers are associated with the relocation of an employee for the same or a similar role. This helps balance team needs while providing job security.
• Project-based mobility relates to temporary roles in cross-functional projects. It allows employees to gain new skills and work alongside different teams.

Developing a culture of internal mobility

Developing a culture of internal mobility requires a clear understanding of the concept. This section provides valuable insight into how to promote internal mobility and some best practices for a successful strategy.

What is a culture of internal mobility? 

To put it simply, a culture of internal mobility is one where employees are encouraged to develop and grow within the organisation. This culture is supported by leadership and HR teams. It encourages internal transfers, cross-functional work and skills development. Often, it is associated with a dedicated internal mobility programme that provides career development resources.

Related: What is cross-functional collaboration?

Best practices to develop a culture of internal mobility

There are best practices to be aware of when implementing an internal mobility strategy. Here are some essential tips to ensure successful outcomes.

Create a strategy for the entire workforce

An effective internal mobility strategy doesn’t solely focus on high performers—it provides opportunities for everyone in the organisation. High performers have the opportunity to move up the ladder, while high-potential employees may need further development and support to change positions. Nurturing their potential is essential to keep them motivated and to retain them.

Related: Professional development: how teaching employees new skills can improve employee retention

Provide training to leadership teams

Internal mobility requires employees’ growth. This growth needs to be supported by leaders who should be trained to have open career discussions with their teams. Managers should learn to understand their team members’ motivations and potential.

Related: A guide to successful leadership development programmes

Develop learning and development resources

A successful internal mobility strategy requires strong learning and development resources. Access to these tools helps employees define their growth plans. Providing clear career paths and development opportunities with the support of the L&D resources helps employees feel valued.

Related: The importance of learning and development: wellbeing, happiness and future confidence

Use technology to your advantage

Using the right technology is essential to a successful internal mobility strategy. Employees should be able to use a talent marketplace to create their profiles, find job openings and access development materials. This is particularly important for larger companies.

Related: An introduction to HR technology

Additional tips to encourage internal mobility

Encouraging mobility to root it into the company culture starts by creating a clear structure and supporting employees’ growth. Here are some additional tips to encourage internal mobility.

Create an internal mobility programme

Having an internal mobility programme makes a strong statement. It asserts the company’s willingness to promote career growth. The programme should be visible to everyone and should link to a platform where open roles are shared and available for everyone to apply.

Update your job descriptions

Job descriptions should be clear for employees. HR teams should regularly review them to ensure they are accurate and list clear skills and qualifications. This transparency allows employees to identify roles they might be interested in and understand which skills they should gain to qualify for those roles. They can prepare for future opportunities.

Related: How to build a career progression plan for your employees

Inform employees through performance reviews

Performance reviews are a great way to identify employees’ skill gaps and gauge their desire for development. Leaders can leverage performance reviews to highlight areas for growth and readiness for new roles. This approach ensures that internal mobility is fair and based on performance or potential.

Related: Employee performance review: an evaluation sample (with downloadable templates)

Effectively communicate open positions

Job openings should be made visible to inspire employees to apply for roles they might not have considered before. Clear communication channels should be established to effectively share these opportunities.

Encourage cross-departmental communication

Cross-departmental communication builds relationships between employees and encourages them to learn new skills. They can gain an understanding of areas of the business that they were unfamiliar with. As such, cross-departmental communication provides a broader view of potential career paths.

Build a culture of continuous learning

Most employees want to learn and grow. Supporting this growth creates an environment that encourages continuous learning. If continuous learning is embedded in the culture of the organisation, it will naturally lead to internal mobility.

Related: Tips for continuous learning strategies (With examples)

Internal mobility keeps companies’ workforces strong by helping employees grow, stay engaged and build new skills. It refers to more than just promotions and includes job changes, project work and even relocations. To be successful with their internal mobility strategy and make it part of the company culture, businesses should support learning, be open about opportunities and listen to employee feedback.