Internal Mobility

Definition: Internal mobility refers to the movement of employees within an organization through various roles or positions.

It encompasses a range of career movements, including lateral moves to different departments or functions, promotions to higher-level positions, and role expansions where an employee takes on new or additional responsibilities within their current job.

This concept is a key aspect of talent and career management strategies in modern organizations.

Internal mobility serves multiple purposes: it allows employees to develop their careers and skills by experiencing different roles within the same company, it aids in retaining top talent by providing growth opportunities without the need to seek external options, and it helps organizations fill vacancies with existing employees who already understand the company culture and processes.

This career development approach benefits both the organization and its employees. For the organization, it promotes higher employee engagement and retention, reduces the time and cost associated with external hiring, and ensures continuity and stability within the workforce.

For employees, internal mobility offers a pathway to career growth and development while maintaining their employment tenure, which can lead to higher job satisfaction and loyalty.

Types of internal mobility

Internal mobility within an organization can take several forms, each offering different opportunities for employee growth and development.

Here are the main types:

• Lateral Moves: This involves an employee moving to a different role at the same level within the organization. Lateral moves are often used for gaining broader experience, learning new skills, or exploring different career paths without necessarily changing the level of seniority or responsibility.
• Promotions: Promotions are upward movements in the company hierarchy, where an employee is moved to a higher-level position. This usually comes with increased responsibilities, a higher salary, and possibly a change in title. Promotions are a key aspect of career advancement and are often used as a reward for excellent performance.
• Role Enrichment/Expansion: In this scenario, an employee’s current role is expanded to include new tasks and responsibilities. While the position might not change significantly in terms of title or level, the scope of the job is broadened, providing the employee with new challenges and opportunities for development.
• Temporary Assignments or Secondments: Employees are temporarily assigned to different roles or projects, often in a different department or team, for a specific period. This allows for exposure to new areas of the business without a permanent change in role.
• Cross-Training: Employees are trained and given the opportunity to work in different roles or departments. While not a formal change in job, cross-training is a type of internal mobility that enhances skills diversity and operational flexibility.
• Succession Planning Moves: Preparing employees for future leadership roles or key positions through planned career moves. This is often part of a larger talent development strategy to ensure leadership continuity.

Benefits of internal mobility for employers

• Talent Retention: Internal mobility provides career development opportunities within the organization, which can significantly increase job satisfaction and loyalty, reducing turnover rates.
• Cost Savings: Hiring internally is often less expensive than recruiting externally. It saves costs associated with advertising, recruitment agencies, and the lengthy onboarding process for new hires.
• Shorter Learning Curve: Internal candidates are already familiar with the company culture and processes, which typically leads to a shorter adjustment period and faster productivity compared to external hires.
• Employee Engagement and Morale: Offering internal mobility opportunities demonstrates an investment in employees’ careers, which can enhance overall engagement and morale within the workforce.
• Succession Planning: It facilitates effective succession planning by preparing existing employees for future roles, ensuring leadership continuity and reducing vulnerability in key positions.
• Enhanced Skills Utilization: Internal mobility allows employers to more effectively leverage the existing skills and experiences of their workforce, often uncovering hidden talents or underutilized capabilities.
• Cultural Continuity: Internal hires contribute to maintaining and strengthening the organizational culture, as these employees are already aligned with the company’s values and norms.
• Positive Employer Branding: Demonstrating a commitment to career growth and internal mobility can enhance an employer’s brand, making the organization more attractive to both current and prospective employees.
• Adaptability and Agility: Encouraging internal movement can lead to a more agile and adaptable workforce, capable of quickly responding to changing business needs.
• Diversity of Perspectives: Internal mobility, especially lateral moves, can bring fresh perspectives and innovative ideas to different parts of the organization, fostering creativity and continuous improvement.

Benefits of internal mobility for employees

• Career Development: Internal mobility provides opportunities for career advancement within the same organization. Employees can take on new roles, responsibilities, and challenges without needing to seek external opportunities.
• Skill Diversification: Moving to different roles or departments allows employees to acquire new skills and experiences, broadening their professional capabilities and enhancing their resume.
• Increased Job Satisfaction: The chance to explore varied roles and career paths within the same company can lead to greater job satisfaction, as employees feel valued and see clear opportunities for growth.
• Professional Networking: Internal mobility allows employees to build a broader network within the organization, connecting with colleagues and leaders across different departments.
• Better Understanding of the Organization: Working in different roles or areas offers employees a more comprehensive view of the organization, its operations, and its culture, which can be invaluable for professional development.
• Stability and Security: Pursuing career growth within the same company offers a sense of stability and job security that can be more uncertain with external moves.
• Work-Life Balance: Staying within the same organization can mean more predictability and stability in terms of work-life balance, especially if the company culture and policies are already a good fit for the employee’s lifestyle.
• Recognition and Reward: Demonstrating skills and competencies in various roles within the same company can lead to greater recognition and reward, both in terms of career advancement and financial compensation.
• Enhanced Engagement: Being able to grow and develop within the organization can lead to increased employee engagement, as individuals feel more connected to the company’s goals and values.
• Reduced Risk: Exploring new career paths internally comes with less risk compared to changing employers, as employees are already familiar with the company environment and expectations.

Strategies for promoting internal mobility

• Clear Internal Mobility Policies: Establish and communicate clear policies regarding internal transfers and promotions. Employees should understand the process, eligibility criteria, and how to apply for internal opportunities.
• Regular Career Development Discussions: Encourage managers to have regular career discussions with their team members. These discussions should focus on the employee’s career aspirations, potential growth areas, and possible internal opportunities.
• Internal Job Postings: Ensure all internal job openings are well-publicized within the organization. Use internal communication channels like email, intranet, or dedicated job boards to promote these opportunities.
• Cross-Departmental Training Programs: Implement training programs that allow employees to develop skills relevant to different departments or roles within the organization. This could include job shadowing, cross-training, or temporary assignments in other departments.
• Mentorship and Coaching Programs: Establish mentorship programs where employees can be guided by experienced colleagues or leaders from other departments. This can provide insights into different career paths and internal opportunities.
• Succession Planning: Integrate internal mobility into succession planning. Identify potential future leaders within the organization and provide them with the opportunities and training needed to prepare for these roles.
• Recognition and Rewards: Recognize and reward managers who successfully develop their team members for internal mobility. This encourages a culture where internal growth is valued.
• Transparent Application and Selection Process: Ensure the process for applying and being considered for internal positions is transparent and fair. This builds trust in the system and encourages more employees to consider internal opportunities.
• Feedback Mechanisms: Provide feedback to employees who apply for internal roles, regardless of the outcome. Constructive feedback helps in their professional development and demonstrates that their interest in growth is valued.

FAQ

What is a good internal mobility rate?

A “good” internal mobility rate can vary depending on the industry, company size, and organizational culture. Generally, a healthy internal mobility rate is often considered to be around 10% to 20%. This means that each year, 10% to 20% of positions within the company are filled through internal movements, including promotions, transfers, or lateral moves. It’s important to balance internal mobility with fresh external hires to maintain a dynamic workforce.

Can internal mobility help in employee retention?

Yes, internal mobility can significantly aid in employee retention by providing career growth opportunities within the organization, thereby reducing the likelihood of employees seeking advancement externally.

Are there any special considerations for remote or hybrid workers regarding internal mobility?

For remote or hybrid workers, organizations should ensure that internal mobility opportunities are communicated clearly and equitably, and that these employees have the same access to development and advancement opportunities as on-site workers.