Internal mobility (IM)—the movement of employees across different roles and opportunities (e.g., projects assignments, etc.) within an organization—is a critical component of an organization’s talent strategy. However, various surveys and reports indicate that organizations struggle with IM. For example, Microsoft’s recent Work Trend Index Pulse report found that 55 percent of employees say changing companies is the best way to develop their skills. Another survey by Institute for Corporate Productivity (i4cp) shows that 39 percent of workers say that it is easier to find a job externally than internally; 43 percent say their organization’s managers often hoard high-performing talent rather than encourage internal talent movement. As organizations continue to find ways to enable internal mobility, here is a one-page PDF that includes six resources with several ideas. The resources include:
- How to Make the Internal Labor Market More Equitable | Gartner | Iga Pilewska
- Activating the Internal Talent Marketplace | Deloitte Insights | Ina Gantcheva, Diana Kearns-Manolatos, and Robin Jones
- Let Your Top Performers Move Around the Company | HBR | i4cp | Kevin Oakes
- Stop Offering Career Ladders. Start Offering Career Portfolios | HBR | April Rinne
- What Stops Employees From Applying for Internal Roles | HBR | Lauren Smith, Jamie Kohn, and Iga Pilewska
- Book: The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity | Edie Goldberg & Kelley Steven-Waiss
The PDF includes clickable links to each resource and provides you with an easy reference for accessing this information.
