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Internal mobility (IM)—the movement of employees across different roles and opportunities within the same organization—is critical to effective talent management. While many companies are investing in technology to enable internal talent movement, it’s equally important to consider the non-technological factors that can either enable or hinder this movement. One of the most significant of these is internal mobility policies and guidelines. Although such guidelines are intended to streamline processes, ensure compliance, and minimize business disruption, they can also create unnecessary barriers by over-regulating the conditions under which internal moves occur. The key is to ensure these policies are thoughtfully crafted to support both organizational goals and employee growth. To help organizations, I’ve created this cheat sheet that highlights examples of six common internal mobility policy factors (such as tenure requirements, manager approval, level restrictions) and questions to help organizations think through each aspect of that policy. The output can help leaders determine when a policy may be warranted and when it could unnecessarily create barriers to internal mobility.
