{"id":89094,"date":"2024-06-11T02:00:00","date_gmt":"2024-06-11T02:00:00","guid":{"rendered":"https:\/\/content-stg-talogy.pantheonsite.io\/?p=89094"},"modified":"2026-03-27T11:53:38","modified_gmt":"2026-03-27T11:53:38","slug":"3-tips-to-improve-your-organisations-internal-mobility-strategy","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-ae\/blog\/3-tips-to-improve-your-organisations-internal-mobility-strategy\/","title":{"rendered":"3 tips to improve your organisation’s internal mobility strategy"},"content":{"rendered":"\n

What is internal mobility?<\/h4>\n\n\n\n

Internal mobility \u2013 also referred to as internal career mobility, career mobility, or talent mobility \u2013 describes the movement of an organisation’s employees to new career and development opportunities within their existing organisation. This movement includes lateral or vertical shifts to roles and departments, as well as formal promotions and even short-term position or project stints to support knowledge- and skill-building. Essentially, internal mobility prioritises in-house recruitment over external as much as possible to both capitalise on and retain the expertise and skill of existing talent.<\/p>\n\n\n\n

Why is internal mobility important?<\/h4>\n\n\n\n

Employee expectations are evolving to require their workplace to foster individual professional development and advancement. Employees are now seeking companies that demonstrate a belief that they are worth being retained<\/a> , developed, and nurtured rather than merely warm bodies with no interest in or capacity for growth beyond their current skills input.\n\nTherefore, internal mobility programs are vital, proven by high performing companies that focus on skills over titles. In fact, Aptitude Research and software vendor, Workday, found that 77% of high performing companies improve retention and 65% enhance the overall employee experience<\/a> when existing talent is positioned for success and able to continue to contribute through established knowledge and effectively demonstrated and productive organisational networks.<\/p>\n\n\n\n

How do we implement internal mobility?<\/h4>\n\n\n\n
1. Evaluate your talent management strategy<\/h5>\n\n\n\n

Ask, ” Are we developing talent or merely hoarding it as long as possible<\/em> ?” LinkedIn’s 2023 Future of Recruiting Report<\/a> conveyed that three-fourths of recruiting professionals and the majority of 3,000 CEOs recently surveyed agreed: Internal recruiting will play a primary role in shaping talent acquisition over the remainder of the decade. However, only 15% of employees report their organisation is making internal mobility a talent management strategy. This means many companies will experience employee tenure rates cut by 50% compared to companies strongly dedicated to internal hiring and promotion.<\/p>\n\n\n\n

2. Adopt an internal mobility mindset<\/h5>\n\n\n\n

The goal of the talent acquisition professional is to procure premier professional knowledge and skills. Once hired, retention is the next goal. An approach to retention through the lens of internal mobility has shown that employees remain twice as long at companies that give precedence to internal advancement<\/a> . Such a plan also reflects an organisational growth mindset for a host of reasons, including positive payoffs for the employee and the company, such as job satisfaction and a 20% reduction in hiring costs<\/a> , respectively.<\/p>\n\n\n\n

3. Prioritise communication with employees<\/h5>\n\n\n\n

In their article on creating an effective internal mobility strategy<\/a>, hrQ Inc. provided some great tips that centred around transparency and leadership support, all while maintaining frequent communication with the employees directly.<\/p>\n\n\n\n