In order to face the fierce competition opposed by the rise of startups and freelancers, traditional companies can use one of their most relevant asset: their ability to offer a wide range of opportunities.
On the one hand, startups offer freedom and agility. On the other hand, traditional companies can offer their employees horizontal and lateral mobilities as well as a deeper variety of missions. That’s where internal mobility comes into play.
Internal Mobility refers to the dynamic process of moving talent from role to role within an organization. Although it has been widely lauded as a cost-efficient way to boost retention, strengthen engagement and improve productivity, it has also proven to be a delicate art which is only effective when:
- it’s fully aligned with the short, medium and long-term corporate strategy,
- it’s embedded in the corporate culture,
- and it supports the needs and desires of today’s particularly diverse talent pool.
To help you ensure success in applying this somewhat tricky strategy, we’ve researched and outlined the main drivers and pitfalls that will make or break your efforts’ profitability.
Let’s dive in!
- Why internal mobility is becoming increasingly important
- What these trends mean for you
- How to optimize the efficiency of your internal mobility efforts
- Where you can troubleshoot to avoid common pitfalls
- Applying the wisdom as you move forward
We hope you’ll enjoy the ebook and find it useful!