Attracting, engaging, and retaining employees is more important than ever for securing a successful future for your organization. When the workforce has high interest and energy, they are more likely to give their all, which can improve your productivity rates and lower worker turnover rates. To achieve these positive results involves understanding and utilizing talent mobility fully.
As its name suggests, talent mobility refers to moving employees within the organization, both vertically and horizontally. Moving existing workers to other internal positions that make better use of their skills, experiences, and talents, when it makes the most sense to do so, can benefit the company greatly.
This approach puts a new spin on the term “corporate ladder” as it is not only upwards that workers can go. They can also move in other directions so that you maximize your team’s output while at the same time putting people in roles that bring them personal fulfillment.
Thus, internal talent mobility hinges on a flexible approach to the workforce. Possessing this quality means that your organization will be able to adjust to make the best use of workers’ skills, change with the market, and meet new goals.
In addition to positioning employees where they will provide the most value for the company, talent mobility also attracts and retains workers. Why? A key reason is that you are giving people the ability to develop and grow within a career trajectory that is not only linear.
By providing distinct opportunities for development, your organization becomes attractive to top talent. Plus, those who already work for you will appreciate that you are taking notice of what they have to offer and aligning those strengths with job placement.
Finally, you will be more likely to engage and retain employees when HR provides career pathing tools necessary for employees to grow their careers internally.
Career pathing is an integral tool for HR to use to determine how to get an individual internally from one job to another one that better uses their skillset. It provides a visual map for each employee, which you can then share between HR team members easily using automated software.
With career pathing tools, employees can grow their careers within the organization, making them less likely to look for work elsewhere. This approach helps to keep your employee turnover rate low.
Furthermore, your human resources team will come to know the competencies of existing employees well to aid in preparing them as future leaders. Thus, when someone is close to retirement, HR will already know who has the skills to best fill the position and ideally be training them to fill it.
This approach will keep your organization from having glaring vacancies to fill and risking losing profits because of being short of staff. Not only that but also your workforce will greatly value the opportunities to grow their career within an organization that is already familiar to them.
