Regulating internal mobility is one of the many challenges your business is expected to face in 2023. Talent acquisition is no piece of cake if you don’t have the right tricks up your sleeves. Is your company also struggling to recover from the Great Resignation?
Are you grappling with employee retention? Are you worried about becoming wealthy and having a skills shortage at this point in your business? If you answered yes to all questions, then there is only one elixir to all your problems: improving internal mobility.
Still, trying to understand? We got you covered.
Internal mobility is employees interchanging roles within an organization. Instead of recruiting externally and spending extra time and money on organizing, screening and interviewing candidates, a company may ask its employees to fill an open vacancy. This is an extremely useful strategy when searching for career agility in existing employees and relocating employees’ knowledge in a different capacity. It reduces the cost of recruiting new employees and eliminates the risk of employee turnover.
Let’s dig into these 7 useful tips that will help you enhance internal mobility!
Set clear internal mobility policies
Take a look at your current policies. Are you satisfied with your existing internal mobility policies? If yes, you’re good to go. If not, then you need to sing a different song…
It is crucial to put consistent policies in place that are easy to commit to. Organize weekly workshops or seminars for your employees to create awareness about improving skills and how they can effectively pursue other options. Make sure your employees feel comfortable and confident about their internal move. This will omit any uncertainty within their minds, and your employees will feel safe in their career pursuits.
Your managers are your frontline workers and act as active communicators between you and your employees. Make sure managers are encouraged and professionally invested in promoting internal mobility policies. Please encourage them to pinch in their share of ideas they bring to the table so you can work as a team. Your HR department should be empowered enough to understand and locate which set of skills is suitable to which candidate from the talent pool.
Value mobility in your organization
Emotional support and professional productivity go hand in hand. Internal mobility demands support and appreciation at every level. If your policies are well-calculated, then there are no hurdles awaiting you. In order to create such a supportive workplace environment, your company must be transparent about its goals. A culture of transparency across your organization will help employees to be more vocal about their ambitions. A safe environment that encourages employee communication creates diverse, dynamic and strategic internal mobility.
Whether it is recruitment, client onboarding, managing performance or learning new things, ensure appreciation and give out rewards for putting in the extra effort.
Encourage feedback from employees
Criticism escalates improvement. Criticism is a bitter pill, but if you remain calm and open-minded, you can turn it to your benefit. Another thing you need to consider is that, unlike most companies, you do not have to rely on an annual report of your company’s performance. Why? Because you have a higher chance of missing out on small opportunities to analyze small gaps in your projects if you wait 12 months before you actively take action. This is precisely why you should encourage feedback from your employees. Once your company completes a project, ask your managers and employees from different departments to give feedback. This will elevate workplace transparency, and you can assess your project from all angles before the final launch. Feedbacks and reviews are an excellent way to pave the way for meaningful employee participation.
Use the right technological tools
If you are not using technology at all the right places, you are living in the wrong century. One way to improve internal mobility is to use smart technology in the smartest way possible. If your talent acquisition team has the right technological tools, it will save time and effort. Not only this, but employees will feel less pressured and more relaxed. For instance, you could provide them with a pay stub template that reduces the possibility of making mistakes and gives accurate calculations. Apart from that, access to paid apps and websites and a SaaS-based system will reduce the chances of human error and increase performance and sustainable business growth.
Improve internal engagement
Internal engagement is substantial to internal mobility. According to a business study, companies with high levels of engagement perform better than those with a lower level of engagement. The key to internal mobility is meaningful employee participation. Make sure your employees are offered meaningful tasks. When they learn while being valued, they will provide you with an honest and loyal dedication to your business.
Remove pending work
There may be a lot of pending projects in the pipeline. Often, companies overlook small, ‘unimportant’ projects that may become big hurdles in the long run. Your company must identify these upcoming projects and complete them. This will make your employees feel restricted and more likely to grow frustrated over small, incomplete projects. Training provisions should be adequate, and employees should be well-informed about their opportunities to ensure committed internal mobility.
Encourage coaching and mentoring
More and more organizations are resorting to professional coaching and mentoring. This is important for a healthy and positive work attitude. Many employees expressed feeling valued, appreciated and important under healthy mentorship. Coaching at workplaces will help employees approach new skills and retain the best talent. Employees under mentorship are more likely to be productive than those who are not.
So, start fishing or cut the bait! Start working on these strategies to improve internal mobility and accomplish your dreams!