Defining a more meaningful mobility for a new world of work

Just as water and sunshine grow sunflowers, internal mobility allows your employees to "grow" their employability and skills. 

For HR departments, the main challenge is to meet the needs of both the company and its employees. Indeed, some jobs will have to evolve or disappear. But it is also necessary to work on the satisfaction of employees in their professional development, whether it is current or future. 

And mobility is the key to helping you do just that and it offers different ways to achieve this goal. But what does mobility mean in the modern, people-centered world of work? How can you ensure that your internal mobility path is agile and impactful? 

Discover a new approach to mobility to meet the challenges of today's world of work.

Make mobility a pillar of your company

Internal mobility is the opportunity for an employee to change position or evolve within their company. It has advantages for the whole company: The employees, the HR department, the managers.

• For the employees, it is necessary because it gives a holistic perspective on their evolution, a better quality of life at work and professional fulfillment, as well as fosters real progression at work.
• For the HR department, it saves a considerable amount of time in hiring, onboarding and staffing. It also promotes agility in recruiting and retaining your best talent. In addition, trust and cultural fit are already affirmed and in place for existing employees.
• For management, it saves significant recruitment costs — internal mobility costs 50% less than traditional external recruitment — and reduces the turnover rate.

In short, internal mobility can and should be a strategic pillar of your organization. But internal mobility can only be leveraged to its full extent if it comes both from the top and if it is part of the company's culture. This is why your mobility policy must be prepared in advance, and you must inform and enlist your employees.

Remember, mobility is not a subject to be discussed once every three years: it is an ongoing process to be reassessed regularly.  

Embrace a new, fluid approach to mobility

Today, HR is facing many changes — quiet quitting is just one example. Employees have new needs, new expectations and changing behavior. 

This is why HR must listen to their people more than ever. For many, having the opportunity to evolve is a key factor. Career development opportunities is the number one reason people gave for wanting to leave their jobs in 2021, according to Work Institute’s 2022 Retention Report. But how do you know how they want to evolve if you don't ask them?

It is difficult, then, to manage everyone's careers without having a deep understanding of their skills, their desires and their development needs. And that's where mobility comes in: proposing mobility that is appropriate to the professional projects they have in mind allows you to offer them a personalized career path that will foster their development.

It's more than just mobility, it's truly a part of career management.

Old career development models no longer meet new expectations

Having a rigid internal mobility structure no longer meets the evolving needs of employees. A vertical career path can certainly structure the company, but its success is mainly based on a vertical vision of the evolution of skills. 

It is also by developing other “horizontal” skills (with other departments, assignments and training) that your employees become better at their jobs. They can then pursue a lateral path to strengthen their skills and develop new ones. That's why it's important to offer them a development path that includes movement in both directions. 

Mobility and career management

For many, mobility is only discussed during the annual performance review with their manager or HR. Employees therefore have very little time to think about their professional future or consider it in the context of their day-to-day professional lives. With an internal mobility approach as a pillar of career management, you can help your employees prepare their professional project as a common thread.

But for this to happen, employees must be at the heart of this new approach. 

Face the new world of work with AI

In a context where the use of technology represents a new world of work, there are tools that facilitate HR processes. Obviously, mobility is also concerned: Solutions like 365Talents allow both HR and employees to think about and manage each other's careers. 

Employees can formulate their career plans with AI, thinking for themselves and for HR. But how does this happen? 

When companies only do mobility, they have no information on skills. And if they want to recruit qualified talent internally, they need to know the skills they already have and those they need to develop for their mobility. 

Why adopt a skills-based focus? Skills data:

• Facilitates better understanding of your business
• Gives your employees the opportunity to know their own skills, even the hidden ones
• Allows you to capitalize on the supply and demand of skills in order to promote mobility and to prepare for various professional projects
• Offers your people more than just mobility — these are real opportunities

Skills data is also where a solution like 365Talents come in: We help our clients to qualify talent through knowledge of these skills. So, with 365Talents, you can be sure that no skills are overlooked. 

Offer more than just mobility, offer real opportunities

Simple mobility? No, with 365Talents, what your employee sees are real opportunities for each of your people! Our solution collects and analyzes all the positive feedback on all opportunities, open positions or transfers in order to help build the best possible career plan, now or in three years.

That is why we talk more about opportunities than about mobility: 365Talents suggests both immediate and prospective mobility options. 

But what is a prospective mobility option? It is a future mobility that gives you the possibility to match your employees with job descriptions, even without open positions in the future.

You therefore have a real opportunity to build your path internally, now or in the future.

And that's where the value of an ITM lies: Creating opportunities for your employees. Therefore, more personalized opportunities (whether realized now or in three years) means more engaged employees meanas better employee experiences. In other words, it's a virtuous circle that ensures employee engagement with your HR mobility tools.

This tool creates an internal gig economy that allows you to let AI take care of low value-added tasks so you can better support your employees in their careers. In short, the relevance of predictive analytics and user feedback is manifested in the proposal of personalized offers, creating real development opportunities for everyone.

Remember, your employees are like sunflowers: the more water and sunshine you bring then — in this case, personalized mobility and development opportunities — the more they will blossom and shine!

Want to learn more about how you can offer your people a more meaningful mobility? Get in touch with 365Talents today.