Internal Mobility

Locating internal talent and keeping them in the company as long and as happy as possible is a real challenge for HR.

Focusing efforts on promoting internal mobility will result in an optimization of human resources.

What is internal mobility?

Internal mobility is a change of position or role of an employee within the same company. Definitive or provisional, this change usually involves professional development and an improvement in the employee's career plan.

The objective of this mobility is none other than employee happiness and motivation in the face of change. The company achieves flexibility and allows talent to remain in the company longer, while the worker avoids monotony and increases motivation and desire to improve themselves every day.

Attracting talent involves a large investment of resources, but it has been demonstrated that keeping what we already achieved at the time close is much easier and cheaper than we think.

There are several forms of mobility within a company or organization:

- Horizontal mobility (also called transversal mobility or functional mobility): this is a change of position or functions at the same hierarchical level.

- Vertical mobility: is when an employee moves to a position with more responsibilities and hierarchical recognition, accompanied by an increase in salary.

- Geographic mobility (national or international): this is when the worker changes their place of work but continues to perform the same functions.

For a group with subsidiaries, geographical mobility also implies a change of establishment and, therefore, of place of work, often in the context of a reorganization of the structure. It is possible if a mobility clause is included in the employment contract.

Advantages

Whether voluntary or managed, that is, at the initiative of the employee or the company's managers, staff mobility within the same company offers many advantages for both parties:

1. Optimization of time

The employee who moves internally needs time to adapt to their new position, but they are already familiar with the company's culture, strategy and operations: there is no need for a period of integration.

In addition, the employer knows the value of the “displaced” employee, but not always that of the new addition. The risk of a failed contract is completely eliminated.

Not to mention the time saved in new selection processes!

2. Increased employee engagement

When a company values and promotes the skills of its workers, this is transformed into a sense of security, trust and appreciation for them.

These sensations promote a source of motivation and well-being at work. Feeling valued, the employee's engagement with the company will be stronger and their commitment will increase.

The internal selection is, without a doubt, a very good option!

3. Increased opportunities

The professional aspirations of your workers will likely change over the course of their careers. This will lead them to acquire new knowledge that, if you know how to take advantage of and place in the corresponding job, can open up new business opportunities.

Remember, the right employee in the right position can make a difference.

4. Retaining talent

If management is attentive and responds, as far as possible, to employee requests for job changes or new assignments, it will promote talent retention and prevent brain drain, especially to the competition.

5. Employer brand development

A happy employee is the best advertising campaign we can have for our company, if our team is happy with the conditions of mobility and growth within the company, they will speak highly of it both internally and externally.

When this happens, the employer brand improves, and the alarm goes off for new candidates to demand a position in the company.

A unique opportunity to attract and capture new talent!

Internal mobility strategy

Before jumping internally into hiring for open or new positions, it is essential that your HR team have a strategy or framework to implement internal mobility effectively and for the benefit of both your employees and the company.

Here are some tips to help you create strategies for your internal mobility.

1- Framework for action

We must have a framework for action that outlines how and where employees will be moved into specific roles, the types of projects to which you can move them, and how those internal movements will impact or fit with their workplace and growth plans.

2- Periodic Meetings

There is a great deal of information that leaders can get from 1-to-1 meetings, performance meetings, and employee feedback. Using this knowledge will help you determine what opportunities employees want to take advantage of, or how their skills and interests are progressing.

It's a simple but very effective way to move team members to the right projects or offer them opportunities that fit their objectives such as leading a team, trying out a new role, or even following another department.

3- Leadership Development

Internal mobility encompasses not only vertical but also lateral movement. Therefore, it's important to consider leadership development, which requires training and exposure to different parts and aspects of your business.