A comprehensive guide to internal mobility: benefits, limitations and tips

La internal mobility represents the career path of a person who changes positions or evolves in their functions within the same company or group. This mobility can be expressed in different ways: it can be horizontal or vertical, freely chosen or orchestrated by the company, and concern changes of location Or of professional field.

The implementation of an internal mobility policy is a crucial strategic way to meet the current needs of the company and employees. For example, a company can establish an internal mobility charter to formalize processes and define the conditions and types of mobility available as part of their human resources policy.

This concept offers numerous pros So much for theemployer Only for the salaried, while including some limits and risks. Are you wondering how develop a strategy internal mobility that is both effective and in line with your company's culture? What are the practical tips for ensuring the success of internal mobility?

1 - Understanding internal mobility

1.1 - Definition and types

Internal mobility represents the possibility for employees to change jobs or to progress in their career within the same company or group. It comes in several forms: horizontal or vertical, voluntary or driven by the company, geographical or professional.

• Horizontal mobility : Allows you to move to a similar position, in the same department or another, without changing status.
• Vertical mobility : Synonymous with promotion, with increased responsibilities.
• Voluntary mobility : The employee expresses his desire for change.
• Managed mobility : Meets a specific need of the company.
• Geographic mobility : Involves a change in workplace.
• Professional mobility : Involves a change of profession or field of activity.

1.2 - The advantages of internal mobility

Internal mobility offers significant advantages for both the employee and the employer. For the employer, benefits include the ability to build loyalty its workforce by valuing internal skills and offering opportunities toquicken the internal recruitment, which has a direct effect on the maintenance and ability to Retain candidates already present.

This allows the talent development internally, reducing external recruitment costs and time, in addition toattracting talent for future needs, by promoting the employer brand. It also promotes integration and collaboration within teams.

For employees, internal mobility offers the opportunity toenrich your professional career by fully exploiting its place in the company, and becomes a strong lever for its motivation, performance and job satisfaction, a fundamental aspect for Successful recruitment when new challenges arise.

1.3 - The limits of internal mobility

However, internal mobility can present limits and risks for both the employer and the employee. On the employer side, it can lead to a loss of competitiveness if it prevents the recruitment of external talent, create conflicts of interest perceived as favoritism, and create management difficulties.

For the employee, it can involve personal questioning, resistance to change, and a loss of professional references, especially if the mobility situation is imposed or poorly managed.

2 - Strategies to optimize internal mobility

2.1 - Develop a culture of internal mobility

To succeed in internal mobility, it is crucial to anchor it deeply in the company culture. Communicate Actively on the internal mobility policy, detailing its objectives, modalities and benefits, is essential. It is also important to value successes in internal mobility, by sharing employee testimonies and experiences. Encourage the personal initiatives, by offering opportunities to discover other professions through job forums or coaching workshops, contributes to strengthening this culture.

2.2 - Involve key players in the process

The effectiveness of internal mobility depends on the commitment of the various coworkers involved and their ability to embrace change and theevolution within the company. Their active contribution is essential in order to put stead an internal mobility strategy that has a positive effect on the entire organization and its members.

• The salaried, which must demonstrate its mobility aspirations, must acquire the necessary skills and adapt to changes.
• The manager, responsible for supporting the employee in their mobility project, must support them when they take up a position and manage transitions within the team.
• The human resources manager, which coordinates the mobility process, monitors applications and vacancies, and assesses the effectiveness of the actions taken.

Each actor must take an active part in this process to ensure its success.

2.3 - Use the appropriate tools and technologies

Adopting appropriate tools and technologies, such as the system GEPP (Career Management and Forecasting, formerly GPEC), can greatly facilitate internal mobility and corresponds to what some call the recruitment 3.0. Available resources include:

• Les talent management platforms, which help to identify the skills available internally, to publish mobility offers and to organize applications.
• Les training programs, essential for developing the skills required for successful mobility, available in person, remotely or in hybrid mode.
• Les assessment solutions, designed to detect the skills, motivation and potential of mobility candidates such as Yuzu, a New Generation Assessment Center, specialized in the evaluation of soft skills (the famous soft skills) designed after several years of R&D with researchers in Psychology and Neuroscience.

With the method Yuzu, talents are immersed in Situations developed with the latest technologies of Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

?

Develop your internal mobility with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your internal mobility or your recruitment process, we are transforming the assessment of Soft Skills In a moment Loud and playful.

3 - Practical advice for successful internal mobility

3.1 - For employees: how to prepare and seize opportunities

If you want to progress or change positions within your company, adopt these strategies to effectively prepare yourself and seize internal mobility opportunities:

• Take stock of your skills, motivations and professional aspirations. Identify your strengths, areas for improvement, and training needs.
• Define your career goals and identify positions that interest you.
• Stay up to date on internal mobility offers available, by consulting your company's talent management platforms, newsletters, postings or even social networks.
• Communicate your mobility wishes to your manager or human resources manager, whether during your annual or professional interview or at another appropriate time.
• Prepare your application as for an external position: update your resume, write a specific cover letter, and gather the necessary documents.
• Carefully present and present your arguments during the interview. Show yourself at your best.
• Embrace change with professionalism : inform your old team, forward your files, thank your colleagues and join the new team with curiosity and enthusiasm.

3.2 - For the company: creating a favourable environment

For employers who want to promote internal mobility, here are tips for creating a conducive environment:

• Develop a culture of internal mobility, by integrating it into your HR strategy, your employer brand and your internal communication. Celebrate successes and encourage initiatives.
• Involve all the key players (employees, managers, HR, training department) in the process, by clearly defining their roles and responsibilities.
• Establish a transparent internal mobility policy, with clear rules, procedures and criteria.
• Ensure fair distribution of offers and impartial treatment of applications, while respecting the confidentiality of information.
• Use tools and technologies modern ones, such as talent management platforms and assessment solutions, to facilitate internal mobility.
• Organize a monitoring of internal mobility, evaluating the results, satisfaction and performance of the employees concerned, in order to identify the strengths, weaknesses, opportunities and threats related to internal mobility.

To go further, read our article to know the 7 steps to a successful internal mobility.

To remember

Internal mobility is a real strategy for build loyalty employees while aligning with the evolving needs of the company. Thus, it turns out to be an important reason for theevolution professional development of employees and the strengthening of their stead within society, producing in the long term a effect favorable on staff retention.

Therefore, in order to maximizing the benefits of internal mobility, it is imperative to promote a culture that values it within the organization, to actively engage the various key players in its process, and to rely on the most appropriate tools and technologies. We hope that this detailed guide has given you in-depth insight into internal mobility and its multiple challenges.