Internal mobility in 5 easy steps

Make internal mobility a part of your company culture and accessible to all

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By Miriam Wallack

If you’re reading this article, you probably already know you need to increase internal mobility at your company. Congrats on taking the first step!

1. Assess employee engagement

An astonishing 87% of employees worldwide are not engaged at work. The most common reason for poor engagement is the perception of a lack of internal mobility within companies. So naturally, it’s important to get a sense of the engagement at your workplace. What interests, inspires, and even excites your employees? What are your employee’s career goals? What skills and experiences do your employees want to gain? These types of questions will help you understand how internal mobility can get your employees better engaged and happier at your workplace.

2. Upgrade employee engagement

It’s time to give your employees what they’ve been craving: an opportunity to be happier and do what interests them at their jobs.

How? Getting them involved and actually participating in the experiences will enrich their development and speak to their goals and passions. So, what better way to provide these experiences than from projects and positions within your own company? Offering employees the opportunity to work on internal projects or in new positions that help them gain new skills and develop professionally makes employees feel empowered and passionate about their work. Ultimately, boosting employee engagement by making them happier and more productive at work.

3. Make internal mobility easy

Let’s face it, achieving real internal mobility is hard. Even with a job-board style list of open internal opportunities at hand, lots of time and effort can be wasted just discovering internal mobility opportunities, let alone the time it takes to search and dig through them and apply. If you really want employees to take advantage of internal mobility, then you must make the process quick and easy.

This must go beyond a job board, since nothing’s worse than sifting through a database of tons of jobs trying to find an opportunity that is relevant. You need an actual intelligent system that can instantly match employees with internal projects and jobs that pertain to their unique interests and goals. This is precisely what Gloat does.


4. Be inclusive

All employees matter when it comes to internal mobility. From entry-level to senior executives, everyone can benefit from internal mobility because everyone has the potential to grow and enjoy the resulting overall boost in productivity and happiness at your company. So, it’s important for everyone in the company to have equal access to both internal mobility opportunities and internal candidates. When employees of different experiences and skills work together to promote each others’ learning and development, a strong sense of community is established, which further increases engagement and productivity.

5. Integrate internal mobility into your company culture

Company culture characterizes the climate and values of a company. So, it only makes sense that when your company makes a real effort to promote internal mobility as part of its culture, an environment of highly engaged, satisfied, and productive employees is achieved. Moreover, when your company openly encourages and provides the tools to make internal mobility truly accessible, employees feel that the company really cares about their engagement and development. Employees are more likely to stay at your company and perform their best if they feel supported and engaged. Plus, emphasizing internal mobility as part of your company’s culture will make internal mobility a sustainable and enduring initiative that will have lasting effects on your company’s growth and productivity.

With these five easy steps to internal mobility, your company will be happier, more engaged, and more productive in no time!

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