by Kristof Stevens
How to keep your best people, break the silos, and futureproof your organisation
Hybrid working has changed the way we work and the way we think about work. A more flexible schedule backed by skill growth support has improved the employee experience. And it has prompted workers to weigh their options. People value this new model of a positive, career-enhancing environment. And if they can’t get it from their current position, they’ll go elsewhere.
A recent report found that 41% of the global workforce are considering handing in their resignation. Similarly, a UK and Ireland survey found that 38% of employees are looking to change roles in the coming months or once the economy has strengthened. As a result, many businesses are struggling to retain key members of their workforce.
How can companies turn the tide on the great resignation?
The answer lies with internal mobility. While some businesses are prioritizing their people strategy during these challenging times, others have let it slide. And that may prove to be a costly mistake.
Workers now expect their employees to play a bigger role in supporting their career development. And if companies are to thrive in the new world of work, they’ll need to address this fundamental issue. Rather than attempt to halt the exodus with short-term fixes such as financial perks, organizations need to do more to unlock their employees’ potential. The good news: an internal mobility strategy can help.
The benefits of internal mobility are clear: you keep your best people, and you break the silos. But how do you do it well? Should you leave the initiative to your employees, or is it the responsibility of the organization?
As with so many things in business life, it’s both!
From the employees’ side, they need to show ownership of their career progression. They must be willing to develop towards new roles and responsibilities.
For the organizations’ part, they need to create transparency by setting up an internal talent marketplace to showcase people’s skills and make opportunities clearly visible.
With the right framework in place, companies can expect a high proportion of future roles to be filled by current employees. This approach is also more cost-efficient than recruiting new talent. It’s a win-win.
The 3 steps you need to start your internal mobility strategy
Know your people
Map their skills and expectations beyond their current role. By understanding your workers’ existing skills and future career aspirations, you can start the right development initiatives to let your employees grow.
Aim for continuous conversations where managers and employees can align their objectives. And create a safe psychological environment for honest feedback that shows employees you have high expectations for them and are willing to help them achieve their full potential within your organisation.
Make those skills accessible
Your people must be allowed to collaborate. Without this, silos can form which leads to duplicative work, power struggles and a decrease in overall team effectiveness.
One way to break the silos is to strengthen skills transparency and create pathways for collaboration. Make employees’ skills visible and accessible. Create a talent pool and make it accessible to everyone so people can find the co-worker they need to move their project forward. And encourage skill development through mentoring between employees.
Make succession a strategic topic
Keeping your top talent is not just the responsibility of HR – it involves the whole management team, so make it a topic on their agenda! Create a succession pipeline by using your talent pool to identify current employees who show promise for higher positions.
Now is the time for companies to rebuild
The most effective organisations have learnt to unlock their greatest resources – the people who work for them. By putting your workers in the driving seat of their career within your company, you can futureproof your workforce and pave the way for business success.
Kristof Stevens, Co Founder, Huapii – LinkedIn
