How Talent Mobility Can Lead to Business Success
February 15, 2017 Mike Erlin
According to the Australian Institute of Management’s 2016 National Salary Survey, over half of employees who resigned did so due to limited career advancement opportunities. That’s a lot of employees to replace with recruitment, onboarding and training.
But what if you gave employees the opportunity to be more involved with their own career advancement – nurturing engaged, motivated workers with long-term plans to stay?
This is where talent mobility comes into its own.
Talent mobility programs facilitate employees moving from one role into another as their career develops. It’s an important part of a company’s talent management plan, allowing employees to become a major player in their own development, and helping to drive business success. Here’s how.
Improved employee engagement and retention
Talent mobility allows employees to engage with employers about where their skills and attributes might be best used within the organisation.
This employee-led approach means workers take an active role in their own career, leading to better retention rates as employees feel supported in their career goals.
Employees are also likely to be more engaged with the tasks required, more productive, and more motivated to achieve personal and strategic goals.
Saves time and money on recruitment
Internal recruitment is a key component of talent mobility – why recruit externally when you have current employees looking to upskill and develop their careers?
By turning to internal candidates first, companies can reduce the need for costly and time consuming external recruitment processes.
A unified workforce and better company culture
Employees can quickly become disengaged and unmotivated if they outgrow the role they were hired for, and aren’t presented with viable career advancement opportunities. This can lead to low morale, poor team culture and increased turnover as employees look for opportunities elsewhere.
Talent mobility seeks to avoid these negative repercussions by encouraging employees to become actively involved in career development, even if current opportunities aren’t available. For example, are there training programs they can take part in? Or should they consider further study to advance their career?
Such discussions serve to empower an employee to take charge of their own advancement, while businesses reap the benefits of a unified and motivated workforce.
Encourages better leadership
Talent mobility encourages leaders to push team members to seek out internal opportunities for the sake of strategic goals, rather than hoarding talent for their own individual purposes.
It’s about leading employees into business areas and opportunities in which their skills are most suited – businesses move forward while aligning employee needs with organisational requirements.
Meet strategic goals with less effort
The shift of employees from one position to another brings the added benefit of familiarity with company policies, procedures and processes, meaning greater productivity from the beginning, and a head-start on meeting strategic goals.
Predictive workforce analytics, together with talent management and performance management systems, have the potential to identify skills and talent gaps in the workforce, and seek out those employees with the abilities needed for particular roles.
Talent mobility can prove the difference between a static workforce and a team of empowered, engaged employees with the drive and ambition to advance their own careers, and the motivation to meet company strategic goals.