Create a framework to offer development and new roles to employees.
"To design an effective internal mobility strategy, leaders should understand why internal mobility matters so much in 2023," writes Michael Timmes in the Forbes article "Internal Mobility: The Missing Piece of 2023 Business Strategy." He adds: "In my experience, the answer lies in internal mobility's impact on improving retention and engagement, lowering recruitment costs, and encouraging innovation."
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In "Upskilling for Talent Mobility," Preethi Anand walks readers through a four-step process for creating an internal talent mobility program:
- Prepare. Understand the roles and skills that aspirants possess and what target positions require.
- Design. Include not only education, but exposure and experience elements in the program as well. Be sure to make the program inclusive by offering electronic assets in addition to the extra support that individuals from disadvantaged populations may need.
- Implement. It's critical to appreciate that your L&D initiative will require stakeholders to accept change. Create a plan to inform interested parties about the upskilling program, then help them understand the benefits and how to get the most out of the program. Think about how you can support learners along the way, such as with nudges and rewards.
- Sustain. An internal mobility program isn't a one-and-done initiative. Plan to revisit it and make changes that will build the capabilities your organization needs to successfully deliver on desired business outcomes.
These tips were adapted from the July 2023 issue of TD at Work. Learn more at td.org/TDatWork.
