How to Get Your Internal Mobility Program Started

Before you post that job listing, consider this: your next great hire may already know the wifi password. Instead of looking outside, why not tap into the talent within your own walls? 

Enabling internal mobility can be a game changer for your organization. But it’s not just about filling vacancies; it’s about making the most of the skills and experiences of your existing employees. 

With just over half (51%) of workers actively seeking new job opportunities, recruitment teams need effective ways to hang onto top performers. By offering ways to grow within the company, you boost employee morale, reduce turnover, and keep valuable institutional knowledge where it belongs—in-house.

If you’re thinking about starting an internal mobility program, it’s a smart move. Read on to discover what company-wide mobility can do for you, along with practical steps to get your program started.

What is internal mobility 

Internal career mobility refers to the movement of employees within an organization. It can take various forms, including:

• Vertical (upward mobility). An employee earns a promotion, along with more responsibility and a raise—like a junior accountant becoming an accounting manager or controller.
• Lateral (horizontal mobility). An employee moves to a different role at the same level, such as a marketing writer transitioning to social media specialist.
• Project-based (functional mobility). Employees join cross-functional teams for short-term projects or assignments outside their usual roles.
• Geographic (spatial or location mobility). An employee transfers to a different branch or location while keeping the same responsibilities.

Together, these movements form a career lattice where employees can move in multiple directions. Unlike the traditional linear career ladder, the career lattice is more flexible, offering diverse opportunities for growth, development, and skill-building.

Benefits of internal mobility in the workplace

Internal talent mobility programs are on the rise because they benefit employees, recruiters, and the company as a whole.

Retain top talent 

Employees are hungry for upskilling and growth opportunities, and they’ll seek out organizations that provide them. Research from Gallup shows that 48% of American workers would switch jobs for additional skills training. 

While you can't keep every employee forever, internal mobility can make a significant difference. Companies with strong internal hiring practices see employees stay 41% longer, showing that clear pathways for growth are crucial for keeping employees engaged and loyal. 

Employee mobility programs that include career mapping help people see their future job options and which skills they need to get there. This approach also gives managers the information they need to support and develop their talent, before it’s too late.

Reduce hiring and recruitment costs

As every HR professional knows, employee turnover is expensive. Replacing a single employee can cost between 50% and 200% of their annual salary. But it’s not just about money. Deloitte found it takes 94 days to replace a highly-skilled worker. 

Now imagine hiring from within. The search process is faster and onboarding is easier, because the new hire already knows the company culture, values, and basic procedures. Thus, internal hires can step into critical roles and provide value quickly. 

Promote collaboration and break down silos 

Employee mobility helps break down silos by encouraging communication, relationship-building, and teamwork. When someone switches departments, they bring valuable knowledge that can benefit others. For example, a marketer can share customer insights to help sales reps fine-tune their messaging and handle objections.

Cross-functional collaboration gives everyone a broader view of the business, which can spark new ideas and help teams achieve common goals.

Strengthen your leadership pipeline 

Succession planning is a top priority for at least 49% of organizations, according to the Society for Human Resource Management (SHRM). Internal hiring lets companies preserve organizational knowledge and skills while rewarding top performers.

Whether you're replacing outgoing employees or expanding headcount, prioritizing internal candidates keeps your leadership pipeline strong. In these situations, consider using job shadowing to let employees explore different roles, learn new skills, and prepare for internal moves. 

How to set up your internal mobility program in 6 steps

Enabling talent mobility in your organization doesn’t happen overnight. It takes cross-departmental collaboration, the right resources, and commitment from stakeholders. With a solid plan and the right mindset, you can implement a program that drives real impact and transforms careers. 

Here are six practical steps to getting your internal mobility program up and running.

Step 1. Get buy-in from the get-go

When it comes to talent mobility best practices, getting buy-in from key stakeholders is at the top of the list. HR and L&D leaders know the power of internal mobility for talent acquisition and retention—but other decision makers may not. 

Build a compelling business case that aligns your program with specific business goals, showcases the benefits, and includes data to support your claims. A few pro tips that will help you: 

• Gather numbers to highlight the current state of internal talent mobility, including turnover rates, employee satisfaction scores, and skills gaps. 
• Present specific goals that show how your program will improve things, for example: How much will the company save on recruitment advertising and turnover costs? 
• Outline your implementation plan including timelines, resources, and roles and responsibilities.
• Share examples or case studies of successful internal mobility programs from other companies to help demonstrate the positive impact.
• Involve team members from different departments in the planning process to gather input and build cross-functional support for the program.

Step 2. Assess your needs

Once you’ve got everyone on board, it’s time to figure out where you stand. Do an audit to identify skill and talent gaps, and see where internal mobility can help. This could include:

• Reviewing your current talent map to get a sense of who has what skills
• Gathering feedback from employees on their career aspirations
• Talking to team leaders about their needs for upcoming projects
• Researching industry standards and emerging skills to keep your organization competitive
• Looking at employee performance reviews to find strengths and areas for improvement

Using this information, you can create targeted plans based on what your employees actually need and what your organization hopes to accomplish.

Step 3. Define your goals and objectives 

With a clear understanding of your needs, it’s time to set specific goals and objectives for your internal mobility program. Start by asking: What key outcomes do we want to achieve? Then connect each goal to measurable, actionable objectives.

For example, if your goal is to fill critical roles faster, you might aim to identify and prepare ten high-potential employees within the next six months. If your priority is skill development, you could create a targeted training or mentoring program. Focus on developing the 5-10 top skills needed for key positions within a specific timeframe.

Your goals will direct your program’s strategy and give you clear benchmarks to measure progress. Here are some actionable examples to get you started:

• Increase the number of internal promotions by 20% within the next year by offering career mapping and personalized development plans.
• Reduce time-to-fill for key roles by 30% within six months through a streamlined internal recruitment process.
• Double employee participation in skill-building programs by creating engaging, accessible learning opportunities.

Step 4. Establish your internal mobility ecosystem 

Now for the fun part—it's time to build the internal mobility ecosystem that will help you meet your objectives. This means selecting the right mix of programs, setting up clear policies, and choosing the tech to support your efforts:

1. Consider offering a variety of programs like mentorships, job shadowing, cross-functional projects, or even informal coffee chats to give employees multiple pathways for development.
2. Develop a clear, company-wide internal mobility policy, including guidelines on who can participate, how to get involved, project timelines, and communication standards for all employees.
3. Choose the right tools to support your internal mobility strategy, such as learning management systems, mentorship platforms, communication tools like Slack, and internal job boards. You’ll also want a way to track metrics like signups, participation rates, goal completions, and feedback.

Step 5. Position your program for success 

For your internal mobility process to succeed, you need active participation. When promoting your program internally, position it as an exciting opportunity, not another task on their to-do list. Show employees and managers how embracing internal mobility can help them grow faster, adapt to change, and open the door to exciting new challenges.

Here are a few ideas for getting the word out using various company channels: 

• Create a short video to introduce program features and skill-sharing opportunities 
• Start a channel in Slack where people can ask and answer questions and share updates or wins 
• Host a kickoff party or lunch-and-learn session to build excitement and encourage participation 
• Create a poster campaign to display in office or store locations 
• Have the CEO send a personal email encouraging employees to get involved 
• Identify and partner with advocates who will champion the program  

Remember, the goal is to make participation feel like a no-brainer by showcasing the benefits and making it simple for everyone to get involved.

Step 6. Monitor and reiterate

Even the best laid plans will require a bit of tweaking to get things just right. Once it’s off the ground, your internal mobility strategy will need ongoing attention and refinement. Here's how to keep it on track:

• Know which metrics matter to your company, like participation, retention, and satisfaction rates, as well as impact measurements such as time-to-fill for key roles.
• Regularly collect feedback from participants and managers to identify what’s working and what needs improvement.
• Fine-tune your program using feedback and data, adjusting as needed based on results, or as the company’s needs change.
• Celebrate your successes by sharing wins and highlighting employees who have transitioned to new roles or picked up new skills, to keep the momentum going.

Focusing on continuous improvement will help your internal mobility program run smoothly and support company growth over the long term.

Empower your team’s growth with Together

Internal mobility isn’t just a buzzword; it’s a powerful advantage. By providing skill-building resources, learning opportunities, and fostering a culture of dynamic career growth, you set the scene for your employees to flourish.

Our platform can help. With Together, you can easily set up mentorship connections, facilitate development programs, and track progress—all in one place. When employees feel supported in their growth, they’re more likely to stay engaged, innovate, and contribute to your organization’s success.

Let us support your internal mobility journey—book a demo with one of our experts today.