A talent mobility framework for employee retention

Building a company where employees thrive and stay long-term is no easy feat. But what if the answer lies in how you move your talent around internally? A talent mobility framework does just that: it allows you to tap into the potential already within your workforce. 

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In this article, we’ll break down how to create a mobility strategy that retains talent and boosts overall productivity. It also outlines best practices and tips when using internal mobility best practices using a talent management platform to identify talent ready for internal moves.

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Key components of a talent mobility framework

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Leaders' engagement

Managers are the key to a talent mobility framework. They are the first to see potential in their team members and can guide an employee’s career next steps. Educate people managers on the importance of talent mobility—how internal movement leads to higher employee satisfaction, retention, and productivity—and you’ll have mobility champions across the organization. 

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Managers need to be trained to see opportunities for lateral moves, promotions, or project-based assignments and view mobility as good for the employee and the organization. Without a manager's buy-in, internal mobility programs will be blocked.

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Another key element is to create an open dialogue between managers and their teams. Employees should feel able to talk about their career aspirations and managers should feel able to give feedback. This can be done through structured performance reviews or informal catch-ups that focus on career development. 

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Involving managers in these conversations helps create an environment where employees feel able to pursue internal opportunities. The more managers invest in these conversations, the more engaged their teams will be.

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To succeed, companies need to provide tools that allow managers to track skills gaps, interests, and potential. A skills intelligence platform enables managers to suggest new roles or projects based on employee strengths. When managers have visibility of the overall talent landscape, they are better equipped to support the career growth of their team members and help the company meet its strategic objectives.

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Comprehensive career pathing

Career pathing is about providing employees with a clear roadmap for their careers within the organization. When done well, career pathing allows employees to see multiple options—vertical moves, lateral moves, or even opportunities to work on cross-functional projects. 

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By making career paths transparent, companies help employees see a future with the company and reduce the likelihood of turnover.

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Having career paths that are clear and accessible also solves one of the biggest employee complaints: feeling stuck in their role. Without a clear way to progress, talented employees will start to look elsewhere. 

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Providing a structured internal career development path solves this by outlining the skills, experience, and knowledge an employee needs to move up or laterally within the company. This gives employees ownership of their career journey and encourages them to invest in learning and development.

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Moreover, career pathing aligns personal ambitions with business needs. For example, an employee may want a leadership role and the company needs more managers in certain departments. By aligning these paths, companies are developing talent in areas critical to their growth and employees see a future with the company. This is a win-win for the individual and the business and leads to long-term engagement and loyalty.

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Workforce education

Upskilling and reskilling are key components of a successful talent mobility strategy framework. Companies that invest in workforce education through targeted training programs not only equip their employees for the future but also show they care about employee growth. This kind of investment strengthens employee loyalty and means they are more likely to stay with the company rather than look elsewhere.

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Companies should focus on upskilling—improving employees' current skills—and reskilling—preparing them for entirely new roles. A mix of formal training, on-the-job learning, and access to online courses helps employees get the skills for future roles. And making training relevant to the roles employees aspire to can make a big impact. It shows employees the company is serious about their development and that in turn increases their engagement and job satisfaction.

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By creating a culture of continuous learning, organizations will be ready for whatever the future throws at them. This is especially important in industries where technology is moving fast and new skills are required. 

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Best practices for talent mobility

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Develop clear policies and processes

Talent mobility won’t work without clear policies and processes. These should outline how employees can apply for internal roles, how long they can stay in their current role before looking for new opportunities, and how managers can support the process. Transparency is key here—when employees know the rules, they are more likely to use internal mobility options. Clear policies also mean managers aren’t gatekeeping internal talent mobility programs and all employees have equal access to mobility opportunities.

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These should be communicated across the organization and easily accessible to all employees. A centralized portal where employees can view open roles, internal mobility programs and policies, and resources for career development will help engagement. When employees know how internal mobility works, they are more likely to see it as an option rather than looking elsewhere. This also reduces friction between managers and employees, as both know the expectations.

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Finally, these policies should evolve as the organization grows. Regularly reviewing and updating them ensures they remain relevant to the business. 

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Define objectives

A successful internal talent mobility framework starts with clear objectives. Just saying “we want more internal moves” isn’t enough. Companies must set specific measurable objectives, such as filling a certain percentage of roles through internal hires or reducing turnover by a set amount. This gives HR and managers a clear focus to work towards.

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These objectives should be reviewed regularly to measure progress and make adjustments. For example, if the company wants to fill 40% of open roles with internal candidates in a year, progress should be tracked quarterly. This allows the HR team to identify any issues early on, such as a lack of internal talent or managers not being willing to share talent. Setting and reviewing objectives keeps the whole internal talent mobility program and strategy on track and ensures the organization is agile to the workforce needs.

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Clear objectives also help employees see the impact of their mobility. When they see how their movement aligns with the company goals, they will be more engaged and invested in the business. This will not only improve engagement but also encourage employees to own their career progression, knowing their development is contributing to the company's growth.

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Identify talent

Companies need structured processes to assess employee readiness for new roles. This can include regular performance reviews, skills assessments, and even peer reviews to get a full picture of an employee’s abilities. 

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Employees who have shown high potential should be encouraged to apply for roles that stretch their skills and offer new challenges. However, talent identification and global mobility shouldn’t be limited to top performers. Mid-level employees and those in niche roles can benefit from mobility too if they have the support to grow.

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Technology has a key role to play in talent identification. A talent management platform can analyze employee data to match skills to open roles, reducing the time it takes to find suitable candidates. These tools can also highlight existing employees, who may not have expressed interest in mobility but whose skills and experience align with the available roles. This proactive approach prevents talent hoarding and ensures employees with potential aren’t overlooked.

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Finally, employees should be able to self-nominate for internal roles. Self-nomination encourages employees to take ownership of their career development and shows the company values initiative. Combining manager recommendations with employee interest ensures talent mobility programs and decisions are balanced and considers both employee potential and personal aspirations.

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Talent mobility challenges and solutions

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Talent hoarding

Talent hoarding is a major obstacle to talent mobility. To overcome this, organizations should introduce policies that incentivize managers to promote talent mobility. For example, offering recognition or bonuses for moving employees can help shift the mindset from hoarding to sharing talent. Also, a culture where team success is valued over individual performance can help managers see the bigger picture.

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Another solution is to introduce rotational programs where employees spend time in different departments before returning to their original teams. This not only an internal mobility framework broadens the employee’s skills but also helps managers feel less possessive knowing their top talent will return with new skills. Encouraging cross-functional projects where employees work with other teams can also create a mobility culture without the permanent loss of key employees.

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Companies should also give managers the tools to find replacements quickly. An AI-powered talent management platform that matches internal candidates to open roles can speed up the process, making it less scary for managers to release their top performers. When managers see there’s a pool of qualified candidates ready to step in, they will be more likely to support internal moves.

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Employee burnout

While talent mobility is beneficial, moving employees too frequently or giving them roles they’re not ready for can lead to burnout. It’s important to create a balance where employees have time to settle into a new role before being moved again. 

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Managers should also monitor workloads during transitions to ensure employees aren’t taking on too much too soon. Offering mentorship and support during mobility helps employees settle into new roles more smoothly.

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Additionally, companies should have a clear communication plan for transitions. Employees should know what’s expected of them in a new role and have access to the resources they need to be successful. Feedback and check-ins during the first few months of a new role can prevent overwhelm and ensure employees are thriving in their new environment. The key is to make mobility a positive experience rather than a stressful one.

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Finally, companies can offer flexibility in mobility decisions. Not all employees will want to move as quickly as others. Allowing employees to set their own pace for career progression can reduce the risk of burnout. When employees feel in control of their mobility, they will be more likely to take on new challenges with enthusiasm, not dread.

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Cultural differences

As organizations become more global and diverse, cultural differences can create friction during internal moves, especially when employees relocate internationally. To address this, companies should invest in cultural awareness training for both the relocating employee and their new team. This training can cover communication styles, work expectations, and social norms so everyone involved in the move feels prepared and comfortable.

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The HR team should work closely with employees to resolve any logistical challenges such as language barriers or relocation issues early on. Support with housing, visa requirements, and family relocation can help smooth the transition. 

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The smoother the relocation, the more likely the employee will succeed in their new role. This can be reinforced by company-wide initiatives that highlight diversity as a strength, allowing employees from all backgrounds to feel welcome and supported during internal moves.

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Create a talent mobility framework with Adepti

A strong talent mobility framework improves employee retention and engagement. Adepti’s global talent mobility management platform provides tools to identify employee strengths, map career paths, and find upskill opportunities to guide employees to the right role at the right time. Book a free demo now.