The focus on internal mobility has been gaining momentum in the past few years. Now more than ever, companies are taking a close look at their internal mobility processes and making sure they are equipping their employees with the resources they need to move up the corporate ladder. This is where learning and development (L&D) teams come in.

In this article, we’ll explore how L&D can play an integral role in helping companies unlock the potential of their internal mobility initiatives in 2023 and beyond.

Internal Mobility Helps Engage and Retain Employees

As companies increasingly strive to improve employee engagement and retention, they are beginning to recognize the important role internal mobility plays in achieving those goals.

Internal mobility is the process of providing employees with opportunities to explore career paths within their current organization. It’s a key element of employee development, creating a feeling of job security, ownership and satisfaction.

According to a LinkedIn study, employees who make a lateral move within their organization have a 62% chance of staying three additional years. Another report reveals that one of the biggest motivators for employees planning to stay in their position, apart from the salary and work flexibility, is internal mobility — especially for the younger generations.

Internal mobility can help employees stay engaged and motivated by giving them a chance to explore new roles, gain fresh skills and knowledge, and expand their professional network. Additionally, it gives employees a sense of ownership and investment in the company. But it’s not only beneficial for employees. Companies stand to benefit as well. For organizations, internal mobility is an invaluable tool for addressing skill gaps and aligning employees with emerging trends.

By encouraging employees to take on new roles within their current organization, employers can identify emerging talent and meet the demands of changing market conditions.

What’s L&D got to do will all of this? The role of L&D in promoting internal mobility is to create targeted programs that help employees develop the skills necessary to progress in their careers. L&D professionals can also provide guidance and support to help employees navigate their career journey. From identifying transferable skills to offering personalized feedback, L&D can play a vital role in preparing employees for success in their new roles.

How To Rethink Your Learning Strategy To Support Your Organization’s Internal Mobility Goals

1. Determine what skills are needed to meet milestones.

By looking at your organization’s current job openings and assessing the existing workforce’s skillsets, you can identify gaps and opportunities for internal mobility. Moreover, by focusing on developing the necessary skills and competencies among your existing employees, you can help support a more successful transition into new roles and create more pathways for internal mobility. This could include offering targeted training, developing specialized programs, or creating mentorships between experienced and new employees.

Another way L&D professionals can support internal mobility is by staying up to date with industry trends. This helps you understand the ever-evolving workplace needs and ensure that your organization stays competitive in the marketplace.

2. Understand your employees’ career aspirations.

As an L&D professional, it’s also essential to gain a better understanding of your employees’ individual career aspirations. As a matter of fact, 82% of non-thriving employees feel higher management does not have a good understanding of their skills and/or interests.

Ask questions about their goals and ambitions, and provide them with the resources and support they need to help them move closer to their career goals. By understanding and aligning employees’ individual career aspirations with organizational objectives, you’ll be able to create an internal mobility program that benefits everyone.

One way to achieve this is to build learning paths and encourage individuals who want (or need) to learn new skills — to switch to another area. For example, data shows that those companies that recommend different courses on LinkedIn Learning see 69% more hours watched per learner.

However, is this only the responsibility of the L&D professional? Of course not! You will need all the help you can get, which takes us to another important point.

3. Encourage managers to be more active in skill-building efforts.

As an L&D professional, it is your responsibility to help employers understand the importance of internal mobility. This means providing employees with the training and skills they need to be successful in a new role. But it also means getting managers on board.

Managers also need to be open to considering existing employees for new roles. Too often, companies default to looking outside for new hires when a position opens up instead of examining their existing staff for potential candidates.

Encouraging managers to be more active in skill-building efforts, such as offering professional development courses and mentorship opportunities, can help ensure that when the time comes to fill a role, they’ll have a wide pool of qualified internal candidates.

By taking proactive steps like these, companies can better prepare themselves for a future of internal mobility, which will ultimately lead to improved productivity and job satisfaction. It is up to the L&D professional to help make this vision a reality.

4. Measure and track the progress in your internal mobility efforts.

As the trend toward internal mobility gains traction, it’s essential to measure and track progress to ensure that the efforts work and that everyone benefits from the change.

One of the best ways to measure and track progress is to create metrics that focus on the impact of internal mobility. A few examples include the following:

• Tracking how many people have taken advantage of internal mobility opportunities.
• Assessing the success rate of those who have completed the move.
• Analyzing any data points related to employee engagement or job satisfaction.

Additionally, L&D professionals should seek out feedback from employees who have gone through the internal mobility process. Ask them about their experience and how it has impacted their career development. This will help you identify areas where the process could be improved and enable you to make adjustments accordingly.

5. Communicate your efforts to everyone.

Finally, don’t forget to communicate your efforts to the rest of the organization. Letting everyone know that you are taking steps to improve internal mobility will show them that you value their skills and are committed to creating a more diverse workforce.

This kind of communication will also inspire others to take advantage of the opportunities that exist within your company. By measuring and tracking your internal mobility efforts, you will be able to evaluate their effectiveness and identify areas for improvement. With this knowledge, you can ensure that internal mobility is successful and that everyone in your organization benefits from its implementation.

Internal Mobility Brings Value to the Business

Getting internal mobility right can be quite complex, but it’s definitely worth it. Overall, L&D professionals have a key role to play in enabling internal mobility within organizations. By assessing current skill gaps and creating opportunities for employees to learn and grow, we can help to foster an environment where internal mobility is encouraged and embraced.

With proper implementation and support, L&D teams can help companies realize the full potential of their employees and increase productivity throughout the organization.