The challenges of internal mobility: how to overcome them effectively

Internal mobility is often presented as the ideal solution to the challenges of talent retention and skills adaptation. However, many organizations struggle to implement it effectively. Let's examine the main obstacles and strategies to overcome them.

The Main Barriers to Internal Mobility

Despite its obvious advantages, internal mobility faces several persistent obstacles:

1. Manager Reluctance

Managers are often reluctant to see their best elements leave, creating what is called the "silo syndrome". This reluctance can manifest as:

• A lack of encouragement for employees wishing to evolve
• Withholding information about internal opportunities
• Administrative obstacles to transfer

2. Lack of Visibility on Opportunities

Employees are often not aware of available positions elsewhere in the company, or this information reaches them too late.

3. Skills Mismatch

The gap between employees' current skills and those required for available positions can be a major obstacle.

4. Company Culture

A culture that does not value continuous learning and versatility naturally hinders internal mobility.

Strategies to Develop an Effective Mobility Culture

In the face of these challenges, several approaches have proven effective:

1. Empower Managers

To overcome manager reluctance, it is essential to:

• Integrate employee development into their performance objectives
• Recognize and reward managers who promote the mobility of their team members
• Train managers on the benefits of mobility for the organization as a whole

2. Create a Skills Marketplace

A centralized platform offering complete visibility on:

• Available positions throughout the company
• Skills required for each position
• Possible development paths

3. Invest in Skills Development

To facilitate transitions, it is crucial to:

• Offer targeted training to bridge skills gaps
• Implement mentoring and shadowing programs
• Create temporary assignments to develop new skills

4. Communicate and Celebrate Successes

To anchor mobility in the company culture:

• Share success stories of internal mobility
• Organize events dedicated to discovering different roles
• Integrate mobility into the company's values and discourse

The Data-Driven Approach: A Powerful Lever

The most advanced organizations use data to optimize their internal mobility strategy:

• Skills mapping to identify matches between employees and positions
• Predictive analysis to anticipate future needs and prepare mobility upstream
• Tracking mobility performance indicators to continuously refine the approach

Conclusion

Developing an effective internal mobility culture requires a systemic approach touching on processes, tools, and behaviors. Organizations that manage to overcome these challenges benefit from increased agility, a more engaged talent pool, and a better match between available skills and operational needs.

By making internal mobility a strategic priority rather than a simple alternative to external recruitment, companies give themselves the means to build a learning, resilient organization ready to face the challenges of tomorrow.