What is talent mobility (and how is it different from traditional career advancement)?

Talent mobility is more than just a buzzword. It’s about identifying the right people with the right skills at the right time for the right positions. This strategic process improves employee satisfaction and retention, while fostering business agility and growth in a practical and effective way.

If you’re ready to transform your workforce and help your organization maximize its outcomes, this powerful strategy is for you.

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What is talent mobility?

Talent mobility is the strategic process of moving employees within an organization to different roles, departments, or locations. Evolving business needs and employees’ career goals drive the movement of talent mobility. Employees can move vertically, horizontally, or geographically.

What is the difference between talent mobility and traditional career advancement?

When we think of traditional career advancement, we often think of “climbing the corporate ladder”. Movement is linear through a series of promotions. Progress is often slow and rigid, limited to a set structure. 

In contrast, talent mobility is more dynamic and flexible with various types of movement within the organization. 

Vertical vs. horizontal mobility

When employees move vertically, they shift upward within the organization to higher positions. For example, promoting a line cook to a sous chef is a form of vertical mobility. This type of movement is similar to traditional career advancement, but is often faster and more flexible. Your staff gains quicker access to leadership roles and more responsibilities. 

Horizontal mobility means shifting employees to different roles at the same level. For example, an executive assistant could move from supporting the Chief Marketing Officer to the Chief Human Resources Officer. Horizontal moves help employees gain experience in different areas of the business and broaden their skills without a promotion. 

Both vertical and horizontal movement are essential for creating a versatile and adaptable workforce. 

Global talent mobility

Global talent mobility is crucial for larger organizations. It helps employees move smoothly between countries and regions, adapting to new business environments and cultures.

For example, relocating a project manager from New York to Tokyo for a new initiative highlights global talent mobility. This approach addresses business needs across markets, develops employees’ global competencies, and enhances their career prospects.

Preparation for global transitions requires careful planning and support. To best support your employees, remember to provide cultural training, logistical assistance, and development opportunities.

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What are talent mobility programs?

Talent mobility programs are structured initiatives that move employees to the right roles. The goal is to put the right people, with the right skills, in the right position, at the right time. These programs include various talent mobility processes to enhance employee development and meet business needs.

The primary objectives include: 

• Boost retention by engaging top talent with diverse career paths. 

• Increase organizational agility to respond quickly to business changes. 

• Align skills with business needs to ensure your organization meets strategic goals. 

• Enhance employee development with opportunities for new skills and experiences. 

Examples of different talent mobility programs

Organizations can implement several types of talent mobility programs to enhance employee development and meet business needs. 

Here are a few examples:

Internal job rotations

Cross training, or moving employees between different roles or departments within the company, is a great way to implement talent mobility in your company. This type of mobility allows them to broaden their skill and understanding of different business functions, developing a more comprehensive view of the company. 

For example, a marketing specialist might rotate to a sales role, interacting first-hand with prospects and understanding their pain points to enhance their marketing capabilities.

Cross-functional projects

When it’s time to work on a specific project, you can assemble teams from various departments. This encourages collaboration, innovation, and knowledge sharing as employees gain exposure to different areas of the business and develop a wider range of skills. 

For example, an employee from the finance department might work with the product development team on a new product launch, contributing their expertise while learning about product management.

International assignments

These assignments are an example of global talent mobility. Your company develops global business operations when it relocates staff to different countries or regions.

Using our previous example of an employee relocating from New York to Tokyo, they will gain valuable insights into the Japanese market and business practices. In the future, they can draw from their experience to better serve their potential customers.rs applying new skills on the job.

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The importance of talent mobility management

Today’s business environment is moving faster than ever. Your company needs to adapt swiftly to changing market conditions to keep up. Managing and strategically placing talent within your organization makes all the difference.

Let’s take a closer look at some of the benefits:

1. Enhanced employee engagement and retention

One of the most significant benefits of talent mobility is its impact in retaining top talent within your organization. Providing clear pathways and development opportunities reduces turnover rates. When your staff sees the opportunity to grow and develop within your organization, they’re more likely to stay motivated and committed. 

Organizations can keep their workforce engaged and motivated by offering a dynamic career landscape. 

In a TalentLMS survey of 1,000 full-time employees, 76% stated they are likelier to stay with a company that offers continuous training. High-quality training programs and job rotations are crucial for boosting employee retention rates. 

2. Talent acquisition

Offering opportunities for growth and development can significantly enhance your company’s appeal. Prospective employees are more likely to be attracted to organizations committed to their workforce’s development. 

When potential hires see that you invest in your employees through opportunities for advancement, they are more likely to consider joining your organization.

You naturally become a magnet for high-performing individuals when you’re known for providing excellent growth opportunities and investing in your employees’ futures.

Additionally, satisfied employees who benefit from talent mobility programs often become advocates for their organization. They share their positive experiences with their networks, enhancing the company’s reputation.

3. Improved agility

You can quickly adapt to changing business needs with a well-managed talent mobility strategy. The ability to redeploy talent ensures you remain agile and responsive to market demands.

One key benefit of talent mobility is the reduced onboarding time for internal hires. Employees who move to new roles within the same organization already know the company culture, processes, and systems. This efficiency boosts productivity and reduces the costs associated with lengthy onboarding periods.

Internal hires often outperform external hires. They have the advantage that comes with familiarity that makes it easier to integrate into a new role and perform well sooner. 

This extends to leadership roles as well. With a strong internal leadership pipeline, you can avoid the risks and costs associated with external leadership hires.

4. Optimal alignment of skills and business needs

Talent mobility management aligns skills with needs. Continuous skill development and assessment help the right talent meet strategic goals. Aligning employees with roles that best utilize their skills contributes to the organization’s success by improving their productivity and performance.

You must invest in ongoing learning and development programs to achieve optimal alignment. These initiatives help employees acquire new skills and enhance existing ones. By regularly assessing employees’ skills, businesses can identify areas where additional training is needed and proactively address potential skill shortages.

Fully utilizing employees’ skills engages and motivates them, directly impacting their performance.

By understanding the current skill set of their employees and anticipating future needs, organizations can develop a pipeline of talent ready to step into critical roles as they become available. 

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Developing a strategic approach to talent mobility

Use these strategies to cultivate talent mobility opportunities in your company: 

Understand your staff’s needs and priorities

Start by comprehensively understanding your employees’ needs and aspirations. Hold regular career development discussions and use the information to tailor opportunities. 

Focus on internal recruiting over external recruiting

Prioritize internal candidates when filling roles. This approach boosts employee morale and retention, reduces onboarding time, and leverages existing talent already familiar with the company culture.

Cultivate a transparent company culture

Communicate available roles, necessary qualifications, and the application process. Build trust and encourage your staff to go after internal mobility. 

Use technology to manage mobility

Track employee skills, identify gaps, and forecast future talent needs to facilitate continuous learning and skill development.

Get your executive team on board

To secure support, demonstrate the benefits of talent mobility, such as enhanced agility and improved retention. Engage executives in the process to ensure alignment with organizational goals.

Create a clear process and strategy

Develop a clear talent mobility strategy with defined goals, a structured hiring process, and a focus on employee growth. 

Ask for employee feedback

Regularly solicit input on mobility opportunities and experiences and use this information to refine strategies and address any concerns or barriers.

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Talent mobility best practices

Implementing effective talent mobility practices is essential for fostering employee development, improving retention, and ensuring organizational agility. 

Here are some key strategies to help your organization successfully manage talent mobility:

1. Create a culture of continuous learning

• Offer diverse learning programs
• Encourage self-directed learning
• Recognize and reward learning achievements

2. Implement robust career development programs

• Create Individual Development Plans
• Establish mentorship programs
• Conduct regular career development discussions

3. Leverage technology to track and manage talent mobility

• Use talent management software
• Use a mobile learning app to facilitate on the job training
• Utilize data analytics to identify skill gaps and predict talent needs

Adopting these best practices allows your organization to create a dynamic and adaptable workforce ready to meet current and future business challenges.

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FAQs

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Using talent mobility to move your business forward

Talent mobility provides the flexibility to meet evolving business needs and seize new opportunities. Investing in talent mobility helps employees feel valued and see clear growth opportunities, keeping them motivated and loyal. By following best practices, you can build a dynamic and adaptable workforce prepared for anything.

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Key takeaways

• Talent mobility improves employee engagement and retention.
• Effective talent mobility increases your business’s ability to adapt to change.
• Investing in continuous learning and technology is crucial to talent mobility management. 
• Building an internal leadership pipeline is vital to the success of talent mobility. 

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