Don’t Fear the Shuffle: How Internal Mobility Can Ignite Your Company’s Growth!

Photo by Austin Distel on Unsplash

High turnover rates got you down? We all know the challenges of losing good people. But what if we told you there’s a silver lining?

According to Matt (n.,d.) Internal movement, when employees shift roles within your organization, can be a powerful tool for innovation, engagement, and growth. Think of it as a strategic talent shuffle that benefits everyone! Here’s why it rocks:

1. Fresh Perspectives: New faces bring new ideas! Internal transfers inject a jolt of creativity, sparking innovation and helping your company stay ahead of the curve.
2. Knowledge Sharing: As employees move across departments, they become knowledge bridges. Their expertise fertilizes new areas, fostering collaboration and a culture of continuous learning.
3. Career Development: Homegrown talent! Promoting from within sends a powerful message: We invest in your growth! This boosts morale, retention, and attracts top performers who crave career progression.

Ready to unlock the power of internal mobility? Buckle up! Here are some ways to make the most of internal staff movement according to Keng, 2014:

1. Strategic Planning: Succession planning isn’t just about replacing the boss! Identify high-potential employees and groom them for future leadership roles. This creates a clear career path and keeps your best people engaged.
2. Knowledge Transfer: Don’t let valuable know-how walk out the door! Develop a knowledge-sharing strategy with mentoring programs, shadowing opportunities, and thorough handover documents.
3. Recognition & Rewards: Show your appreciation! Acknowledge departing colleagues’ contributions, and reward employees who take on new responsibilities. It shows you value loyalty and effort.
4. Open Communication: Transparency is key! Keep everyone informed about changes, reasons behind moves, and future plans for affected departments. Don’t leave room for rumor mills!
5. Open Dialogue: Embrace open communication! Encourage employees to voice concerns or anxieties they might have due to the changes. Foster a safe space for honest feedback.

Remember, internal mobility isn’t just about filling vacancies, it’s about building a dynamic, future-proof organization.

References

Keng, C. (2014, June 22). Employees that stay in companies longer than 2 years get paid 50% less. Forbes. https://www.forbes.com/sites/cameronkeng/2014/06/22/employees-that-stay-in-companies-longer-than-2-years-get-paid-50-less/

Matt, C. (n.d.). Driving impactful onboarding & development experiences for internal transfers. LinkedIn. https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/onboarding-in-a-box-v03-06.pdf (Essaybizlab, n.d.).