Learn how to offer relevant and meaningful career mobility opportunities that enhance the skills and performance of your employees and support your business goals.

Long gone are the times where employees were waiting for years for a promotion or an internal move. Today’s business environment and organizational needs have changed significantly. So have employees’ expectations. Moving between companies every 1-2 years is no longer an exception; part of this behavior is driven by the need to grow, learn and stay relevant. Organizations must offer meaningful internal mobility opportunities to retain top talent and meet employees’ expectations.

How can employers align career mobility opportunities with their business goals and strategies?

Career mobility is the ability of employees to move across roles, functions, locations, or levels within an organization. It can benefit both employees and employers by enhancing skills, engagement, motivation, retention, and performance. However, career mobility opportunities are not always aligned with the business goals and strategies of the organization. How can employers ensure that they offer relevant and meaningful career mobility options that support their vision, mission, and objectives?

1 Assess your talent needs and gaps

The first step to align career mobility opportunities with your business goals and strategies is to assess your current and future talent needs and gaps. You need to identify the skills, competencies, and behaviors that are critical for your success, as well as the areas where you have shortages, surpluses, or mismatches. You can use tools such as talent reviews, skills audits, succession planning, and workforce analytics to conduct a comprehensive talent assessment.

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Sandra Pereira

Mentora de Carreira | Top Voice LinkedIn | Transição de Carreira | Desenvolvimento de Carreira | Marca Pessoal para Profissionais de Saúde no LinkedIn | Posicionamento no LinkedIn
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A mobilidade interna tem como vantagem motivar, incentivar e fidelizar o colaborador, porém acredito ser importante para alavancar a carreira a mobilidade externa para ampliar a visão de carreira e de mercado de trabalho. Até porque novos desafios também são um dos fatores para desenvolver o diferencial competitivo e manter a empregabilidade.

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Crina Pupaza

Chief People Officer @ Nymbus | Talent Enabler | HR Strategy
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Understanding what type of skills and behaviors are needed for your organization to thrive is key. Note that these may (and will) change over time, sometimes at a rapid pace, particularly in a high growth organization and constantly evolving macroeconomic context. To encourage mobility and equitable access make your processes transparent and easy to follow. The biggest value organizations offer in today’s work contract, is upskilling its people. Internal mobility makes that possible for the employee while being low cost (and risk) for the employer.

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2 Define your career mobility framework

The next step is to define your career mobility framework, which is the set of policies, processes, and practices that enable and support career movement within your organization. You need to establish clear and consistent criteria for career mobility, such as eligibility, application, selection, evaluation, and feedback. You also need to communicate the benefits and expectations of career mobility to your employees and managers, and provide them with the necessary resources and guidance to explore and pursue career mobility options.

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3 Align career mobility with learning and development

Another important step is to align career mobility with your learning and development strategy, which is the plan for how you will develop the skills and capabilities of your employees to meet your current and future business needs. You need to offer relevant and flexible learning opportunities that prepare your employees for career mobility, such as on-the-job training, coaching, mentoring, courses, certifications, or assignments. You also need to recognize and reward the learning achievements and outcomes of your employees who participate in career mobility programs.

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4 Foster a culture of career mobility

The final step is to foster a culture of career mobility, which is the shared values, beliefs, and behaviors that support and encourage career movement within your organization. You need to create a positive and supportive environment where career mobility is valued, celebrated, and rewarded. You also need to promote a growth mindset among your employees and managers, which is the belief that skills and abilities can be improved through effort and feedback. You also need to encourage collaboration, feedback, and knowledge sharing across teams, functions, and levels.

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Crina Pupaza

Chief People Officer @ Nymbus | Talent Enabler | HR Strategy
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Having a culture where career mobility is encouraged and rewarded goes hand in hand with allowing to fail (read learn) and believe you can easily bounce back and be better because of it. To create the safety of failing and leaning an organization must show it at all levels, starting with the executive team.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Crina Pupaza

Chief People Officer @ Nymbus | Talent Enabler | HR Strategy
Report contribution
Long gone are the times where employees were waiting for years for a promotion or an internal move. Today’s business environment and organizational needs have changed significantly. So have employees’ expectations. Moving between companies every 1-2 years is no longer an exception; part of this behavior is driven by the need to grow, learn and stay relevant. Organizations must offer meaningful internal mobility opportunities to retain top talent and meet employees’ expectations.

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How can employers align career mobility opportunities with their business goals and strategies?

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1 Assess your talent needs and gaps

2 Define your career mobility framework

3 Align career mobility with learning and development

4 Foster a culture of career mobility

5 Here’s what else to consider

Talent Management

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