Internal mobility is essentially a re-hiring of an existing employee. It involves an employee’s change of role within an organization, which includes a change in job function or switching from one unit or department in a company to another. Internal mobility ultimately gives an employee the freedom and flexibility needed to advance in a job and makes the employee happier and more productive. We recently wrote a guide called 3 Ways to Harness Your ATS to Keep Your Best Employees that reveals how companies can use an applicant tracking system to keep an eye on an employee’s growth and progress. Read on to discover a few of the highlights!
But first, check out our quick video to learn about the definition and benefits of internal mobility:
The Benefits of Employee Happiness
A happy employee makes for a more cheerful and positive workplace environment. Statistics show that companies save money and spend less time when hiring internally rather than advertising for an external candidate.
Employee happiness, also called employee wellness, can result in a reduced absenteeism rate of 41%. Companies with happier employees also have about a 59% lower turnover rate. Overall, they boost their bottom line by 21%. While a supervisor can get feedback from an employee about his or her overall level of satisfaction in a work role, ATS software can quantify an employee’s level of engagement and performance.
How to Identify Flight Risk
In the context of employment, the term “flight risk” is used to describe the likelihood of an employee leaving the company. Many factors contribute to an employee’s likelihood of staying or leaving. Salary, commuting distance, and job flexibility are just a few. Without an adequate level of workplace satisfaction, companies may experience a turnover rate of nearly 60%. Individuals are especially likely to leave a job within the first year of employment if they are not happy.
To promote internal mobility, a company first needs to have a plan that enables internal mobility. Mobility programs can be customized to meet an individual company’s needs. An employee should be able to see what opportunities are available if he or she stays with the company for a certain period of time. Giving employees more challenging tasks and projects is a good way for supervisors to determine an employee’s capability and readiness for upward mobility. It’s important to remember that a happy employee is also an asset for brand promotion.
Personalizing the Employee Experience
Even if an employee is merely changing roles or departments within an organization, it’s still important to keep him or her engaged, entertained, and eager to work hard. This can be accomplished through branding and creating a personalized employee experience. Employers can also keep new hires, even internal hires, engaged and connected through onboarding activities scheduled through a recruitment system.
Internal mobility is a key strategy for businesses of all sizes. After all, an unhappy employee translates to lower overall revenue, a higher turnover rate, and less productivity. If your company hasn’t yet created a way for employees to rise through the ranks internally, now is a great time to start.