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According to LinkedIn’s Workforce Learning Report 2025, more than 48% of organizations are making internal mobility a higher priority this year, reflecting a renewed push to develop and move talent from within. As HR practitioners help their organizations actually mobilize internal mobility, I’ve created a one-page PDF that highlights four areas that can be used to identify opportunities for unlocking mobility: 1) Manager behaviors that get in the way of talent movement, 2) Policies that unintentionally minimize talent sharing, 3) Organizational barriers that limit access and visibility to opportunities, and 4) Internal mobility metrics that help track progress. Regarding internal mobility metrics, one example included is Net Exporter of Talent, defined as the extent to which a leader or department develops more high-performing employees who move on to roles elsewhere in the organization. This metric is important because it highlights where a philosophy of talent sharing is truly practiced versus where talent hoarding may be occurring, helping organizations better target subsequent actions and strategies. The goal of this cheat sheet is to help you identify where internal movement is getting stuck and where targeted changes can unlock faster, more effective talent mobility across the organization.
