In the current economic downturn, many organizations are recognizing the untapped value of their internal talent pools and investing more in their internal mobility programs. Recent research from MIT Sloan School of Management, New York University’s Stern School of Business, and Revelio Labs sought to identify internal lateral mobility “outperformers” from a pool of 750 organizations. An article out of MIT Sloan shares four talent practices found among the outperformers:
Shifting to employee-led mobility
Traditionally, managers have served as the gatekeepers of internal mobility, often opting to hoard talent even at the risk of letting it slip away. With an employee-led model, there is reduced friction in employees opting to explore other opportunities within the organization.
Establishing other models for mobility
With the rise of gig and project work, it should come as no surprise that many organizations are implementing similar programs. With this model, employees are given a chance to utilize their talents outside of their current role, develop new skills, and network with additional teams.
Whether utilizing a third party solution or a custom-built platform, “outperformers” are utilizing tech solutions to boost, analyze, and evaulate their internal mobility programs.
Build a bridge between internal mobility and other talent programs
Internal mobility programs shouldn’t stand alone. The most successful organizations integrate mobility throughout their talent programs, including onboarding, learning and development, and performance management.
Ready to explore these ideas and more with your CXR peers? Join us for our Internal Mobility meeting on November 2nd. Learn more and register here.