How Can Career Mobility Within Your Company Help You Retain The Talent You Need?
Given the state of today’s tight labor market, one of the top priorities for businesses right now is holding onto top talent.
As the economy continues to roll along, employees have more job options, companies will have to provide additional compensation, expand benefits, and improve their employee experience.
One of the best ways to retain top talent is to support the upward mobility of staff members. When staff members, particularly younger staff members, aren’t capable of advancing from their current position, they are likely going to start looking for opportunities to advance elsewhere. Because of this, employers are looking to provide more career mobility, including supporting staff members who want to move laterally to another department or even change careers while staying with the company.
In a recent study by Cisco and Future Workplace, researchers discovered that internal mobility helps boost engagement, efficiency and teamwork. This make sense because most workers want new challenges to face and the potential opportunities that often come with them.
All of this helps employees stay engaged in the work they do, expand their abilities and advance their careers. Businesses like MasterCard and Intel, for example, have a policy of posting various project and encouraging staff members to contribute using their unique skill sets.
Create Clear Paths for Mobility
Workers want to know what is needed to change jobs or advance their careers, however, the necessary frameworks may not be in place.
Creating career paths for employees can enable them to see beyond the traditional paths. It also highlights jobs and duties that can take full advantage of their individual strengths and interests, increasing job satisfaction and their dedication to the business. If staff members are left to speculate and guess what steps to take, they will be much more likely to move on to a different employer, one that can meet their career needs.
Pinpoint one or two particular goals you want a mobility program to tackle, like boosting engagement or lowering turnover. Then, determine metrics that can track progress and identify what information is needed to track and evaluate both employees and the program.
Promote the Idea of Promotion
For any mobility plan to be successful, it has to become a part of the company’s culture. Management should plainly communicate how internal mobility is important to the company and how employee development goals fit into an overarching company policy.
Individual mobility usually calls for further training to build an employee toward new responsibilities. Learning opportunities ought to be adaptable and nimble for your staff members to fully make the most of them.
Staff members should also be informed that upward mobility isn't the only option, especially as companies increasingly move toward an organizational chart that is flatter with more cross-functional teams. Help your staff members to apply their abilities and talents where they are most valuable, even if it involves a lateral move.
Let Us Meet Your Talent Needs
Today’s labor market is a difficult one for employers, and we can help you company navigate it successfully. Please contact us today to find out how we can support your organization.