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Many organizations continue to adopt more flexible work models, including tactics to better deploy internal talent (current employees) to work opportunities where and when they’re needed. These opportunities range from short-term assignments and projects to new roles. As I noted in my book chapter, Enabling Strategic Workforce Planning Through Skills, Artificial Intelligence, and Internal Talent Marketplaces, published in Strategic Workforce Planning: Best Practices and Emerging Directions (The Society for Industrial and Organizational Psychology Professional Practice Series, March 29, 2024), activating internal talent movement requires intentional consideration of several factors. While technology is a significant enabler of internal mobility (IM), it is not sufficient on its own. Stated differently, even the best technology will fall short when non-technical factors are not intentionally addressed. Therefore, internal mobility strategies must ensure these factors are carefully evaluated and planned for to realize the full benefits that IM technology can provide. To help think through these aspects, my cheat sheet brings together nine barriers to internal mobility and expands on one of them (mobility policies that might hinder internal movement). You can use this cheat sheet to spark discussions that help you think through the different elements involved in using internal talent movement as a key lever for driving business performance.
