Even with the best intentions, mistakes happen. The good news is, a mistake is not a program-killer. We’ve outlined five of the most common pitfalls associated with internal mobility programs and what you can do to avoid them (or course correct if you inadvertently make these mistakes).
#1. Lack of transparency and support
Employees may fear retaliation if they apply for an internal position; and managers may fear losing top talent from their team, making them resistant to support internal moves. Without full transparency into the program and support at every level and department, this fear will fester and inevitably handicap or even kill your internal mobility program.
What you can do about it: Actively promote and foster a culture of internal mobility, in which managers not only understand the value of internal moves, but also support and facilitate these moves. Additionally, ensure that employees are protected from retaliation, adding this protection into the program policies and clearly and consistently communicating this policy to employees.
#2. Neglecting to address concerns from managers or employees
Even with full transparency, some managers and employees will have concerns. It’s important to take these concerns seriously and address each one, demonstrating your commitment to your team members and the value you place in them.
What you can do about it: Create a playbook for managers that includes clear communication, helpful resources, and recommendations to engage employees. Also, take advantage of this opportunity to address concerns to the larger employee population. If one person has the concern, it’s likely others do as well. Create content that addresses common concerns to let your employees know that you hear them, respect them, and want them to feel supported in their career growth.
#3. Poor communication
If employees don’t know about internal job opportunities or how to apply, they won’t. If they feel out of the loop in the hiring process, they may lose interest or become less engaged with the organization company.
What you can do about it: Communication is essential. An internal career mobility site will allow managers and employees to easily see open positions, review communications, and take action (e.g., apply).
#4. Lack of focus on upskilling, reskilling, or professional development
It’s not enough to post open positions. If your organization does not support and/or communicate the value in upskilling, reskilling, or professional development, employees may feel “stuck” in their current position and not even attempt to reach for a higher level role. This is not only a disservice to your employees, it can have a negative impact on innovation and growth for the overall organization as well.
What you can do about it: To address this issue, be sure to communicate your organization’s stance on professional development and the opportunities available to employees. This development opportunity should be made not only to employees who want to improve in their current role, but also as an incentive to employees who would like to take on more or different responsibilities.
#5. Ineffective technology and/or data insights
Ineffective processes are often associated with manual tasks or disparate systems. Unfortunately, these inefficiencies are not only annoying, they can hinder the success of your internal mobility program. And, without clear data insights, it can be virtually impossible to know how to determine the success of your program or know which levers to adjust to optimize your efforts.
What you can do about it: By adopting an internal mobility website and proven recruitment marketing technology, your organization can streamline processes and gain valuable data insights.
Strengthen your internal mobility program
You have invested in your internal team already; why not magnify your investment by giving them an easy way to grow within your organization? An internal career site is a great way to showcase available opportunities and career pathways for employees, while also making recruitment that much easier for your TA teams. With it, you can streamline recruitment processes, bridge skills gaps, engage employees, and retain top talent.
Need some additional support to either initiate a strong internal mobility program or strengthen an existing program with the right tools and technology so you can avoid common pitfalls? We can help. Request a consultation with one of our recruitment marketing experts today. And be sure to check out our eBook, Grow from Within: A Practical Guide to Building and Launching Your Internal Career Site, for practical tips you won't want to miss.
