The past decade has been a rollercoaster ride of big developments changing the way we work. From mobile device adoption to remote work, employees have adapted. Some companies have struggled with change management more than others. But as the way we work changes, so do the benefits and incentives that motivate employees. A big part of effectively navigating changes and ensuring employees are performing at peak efficiency is talent mobility.
Talent mobility is a company’s ability to determine the skill sets of employees and where their interests lie. The importance of this is simple: an employee in a role they can succeed in, that they find fulfilling and see a future with is more likely to be an engaged worker. Employees engaged with their work are more likely to remain with the company. This also sets them up to take new positions within the company. How does a company successfully implement talent mobility strategies?
A company’s approach to talent mobility should shift with the development of its employees. We’ve categorized guidance specific to each of the following stages: candidate, new hire and goal-oriented employee.
Talent mobility begins during the hiring process. A résumé and an in-person interview go a long way toward determining if a candidate is right for their entry position. Whether they shine in the interview, or in the follow up projects (if required), is important. But it’s also important that the right candidate display an eagerness to learn and grow with the company.
Yet, there is a difference between a good candidate and a good employee. It takes good communication remove disconnects and find solutions. No matter how long an employee has been with a company, routine check-ins with managers or supervisors should be mandatory. These shouldn’t be solely focused on the work of the day or week, but on personal goals and next steps.
Some employees may be happy living day to day. Others may have a five-year plan with specific career milestones laid out along the way. At its core, talent mobility is ensuring all employees know the company they work for is invested in their future. HR departments should work closely with managers to ensure employees have access to professional development opportunities. That may be anything from attending a conference to returning to school to pursue another degree.
The ultimate goal of talent mobility is preparing internal candidates for company positions. The benefits of internal promotions are vast. From company culture and existing relationships in the company to reducing transition time and candidate search efforts, the list is long. Starting employees on the path to future success early means a better internal candidate in the long run.
Establishing talent mobility programs will better your company and its employees. The practice of investing in employees is essential to a great company. Investment doesn’t always take the form of professional education or relationship building. Employers can also invest in their employees by helping them obtain their ideal work life balance. For some, that’s working from home three days a week. For others, that’s delocating to a new area. With the right policies in place, companies can enable their employees to live their best work lives. Explore new ways to invest in your employees with our location solutions.