Does Your Organization’s Internal Mobility Guidelines and Policies Help or Hinder Internal Movement? | Brian Heger

Talent Management
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Many organizations have internal mobility (IM) policies and guidelines to support career development. These guidelines are intended to facilitate better decision-making, streamline internal processes, ensure compliance with laws and regulations, and minimize business disruption. IM guidelines often include things such as 1) Tenure: conditions on how long an employee should be in a role or with the company before applying to other internal opportunities; 2) Manager Approval: requiring employees to request and receive permission from their managers before they can apply for an internal role; and 3) Levels: restricting employees from applying for roles beyond a certain level from their current role. While guidelines can be helpful, certain types can impede internal movement by overly regulating the rules and conditions under which these moves occur. As you consider your organization’s IM guidelines and policies, which do you believe are necessary and enable internal mobility? Which detracts from IM and should be eliminated or modified? Critically evaluating these questions can help organizations create guidelines that fuel internal movement. To support your effort, here is my template to facilitate a discussion on the topic.