Internal mobility is one of the most underutilized methods that can be used to improve workplace productivity. Most companies always seek to hire new staff to increase their efficiency but it’s often much more cost effective to optimize the internal mobility of current staff instead.
Failure to recognize and promote internal talent is a poor use of resources. It is also the quickest way to alienate some of your brightest and best prospects. When you don’t promote your internal talent, you run the risk of losing them to your competition. Incorporating internal mobility is vital to keep your staff fulfilled and productive. Below, we break down how you can incorporate internal mobility effectively in your organization.
1. Develop New Processes to Manage Your Talent
Talent management is the backbone of any internal mobility structure. Without clearly defined management processes in place, it’s going to be incredibly difficult to monitor your talent effectively. One of the best ways to start managing your talent is to put employee information on a cloud platform. This way you can monitor their entire performance in one place.
You want to make sure that it’s easy to recall their CVs and identify their ambitions on demand. By putting their information onto a transparent system, you can see who is performing well and who would be suitable for a promotion. Taking stock of your talent is key to making the most of your workforce.
2. Nurture Your Talent!
Viewing your talent on a database is all well and good, but if you take a back seat approach to nurturing your talent don’t be surprised if your department doesn’t make progress. In order to develop your hires you need to invest time and money. Investing in training for your staff demonstrates that you take their development seriously and improves their overall knowledge.
On a larger scale, nurturing talent helps your company to eliminate skills shortages. Ideally you want to match up an employee's development with their overall career goals. By providing them with valuable skills, you build a much stronger connection with your staff.
3. Allocate Resources (Put Your Money Where Your Mouth Is!)
It’s not the most glamorous tip on this list, but ensuring your department has the resources to implement internal mobility is important. Keeping an eye on talent and cultivating internal mobility relies on having the resources to do so. At a minimum, you should have a number of staff who are responsible for internal recruitment. This will make sure that you have key people to monitor the process.
Allocating resources in the form of employees, training or incentives will help put your internal mobility plan into practice. A well-intentioned internal mobility strategy is worth nothing if you don’t allocate the resources to put it into effect.
4. Give Your Employees More Power
Part of incorporating internal mobility is giving your employees the power to become more involved with company processes. The end goal of internal mobility is to develop staff that contribute to the business with their own ideas. As such, it’s important to give staff the power to influence the trajectory of your organization.
Whether that’s on a small scale by choosing their own development route, or a larger scale by contributing their own ideas to refine internal processes. Giving staff flexibility in their roles will help to turn them from passive to active employees.
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