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Internal Mobility: Strategies, Tips, and Best Practices


“Internal mobility gives employees a greater incentive to remain engaged and productive. It also gives them chances to grow their skills (and develop new ones) while in the flow of work.” – People Fluent.

In the rapidly evolving business world, companies are turning towards internal mobility to navigate workforce challenges and create a culture of continuous learning.

When businesses enable employees to move between roles and departments, they not only tap into existing talent but also enhance employee commitment and morale.

This article discusses the significance of internal mobility, its benefits, successful implementation examples, and tips for launching an effective internal mobility program. Let’s get started!

In the Field of Talent Management, What is Internal Mobility?

Internal mobility means allowing your current employees to explore different roles and grow within an organization. Instead of searching outside for new talent, internal recruitment focuses on harnessing the skills employees have accumulated.

The internal recruitment approach keeps current employees loyal and engaged but also aligns with the principle of encouraging career change, continuous learning, and growth.

What are Some Examples of Internal Mobility?

There are several different ways internal mobility can take place. Here are a few examples: 


Promoting employees is recognized as the most common form of internal mobility. It involves employees moving into higher-level positions within their current department or team, acknowledging their skills and contributions. 


Staff transfers allow employees to shift to the same or similar positions in different locations or departments, facilitating adaptability and broadening their skill set. 

Temporary to Permanent

Starting as temporary or interns, employees may transition into full-fledged roles within the company, leveraging their familiarity with the organization. 

Employee Referrals

Often overlooked, this cost-effective form involves current employees recommending qualified candidates, ensuring a steady stream of potential hires with a proven connection to the company culture.

“To design an effective internal mobility strategy, leaders should understand why internal mobility matters so much in 2023. In my experience, the answer lies in internal mobility’s impact on improving retention and engagement, lowering recruitment costs, and encouraging innovation.” – Micheal Timmes, Forbes Coaches Council.

How do Organizations Benefit from Internal Mobility?

Reduced Hiring Time and Costs

Internal mobility time intensive external recruitment efforts, interviews, and onboarding time, saving valuable resources.

Enhanced Employee Engagement and Morale

This signals to the workforce that the company values the career development of individual employees, facilitating a positive work culture and reducing unnecessary turnover.

  • 81% of hiring professionals agree that internal recruiting improves employee retention. (Source: GoRemotely)
  • 80% of workers say the chance to learn new skills would increase their engagement levels. (Source: Gyrus) 

Building Workforce Resilience

In times of change or talent shortages, internal mobility allows quick adaptation with employees familiar with the company culture.

Continuous Learning Culture

Encourages upskilling and reskilling, creating a workforce ready for future challenges and improving overall competitiveness.

Which Companies Have Successfully Implemented Internal Mobility Programs?

Here are examples of Companies that have implemented Internal Mobility Programs successfully: 


Amazon has a robust internal mobility culture, encouraging employees to explore varied career paths within the company. Programs like Leadership Principles guide talent recognition and internal mobility. 


Vertafore promotes internal mobility through a core focus on career development. They offer detailed orientations, learning courses, and a mentorship program, facilitating employee growth and internal promotions. 


Uber’s internal mobility programs include a global job marketplace and various short-term assignments. They focus on helping employees find new opportunities within the company, encouraging longer tenures. 

Why have these Companies Been Successful?

These companies have successfully implemented internal mobility programs by promoting and reinforcing a business culture that recognizes and rewards talent. The key is placing a stake in individual employees by investing time, energy, and money in their development. 

Tips for Implementing an Internal Mobility Program:

  1. Skill-Centric Approach: Focus on employees’ skills, not just job titles, for internal mobility.
  2. Collaborative Talent Sharing: Discourage talent hoarding and encourage managers to share top talent across teams.
  3. Empower Career Autonomy: Enable employees to steer their own career paths, fostering motivation and engagement.
  4. Holistic Development Reviews: Conduct separate reviews dedicated to career, personal, and professional development.
  5. Streamlined Candidate Experience: Optimize the internal application process for a seamless and efficient experience.
  6. Human Connections and Networking: Facilitate connections through mentoring, onboarding support, and networking opportunities.
  7. Utilize Internal Mobility Software: Invest in AI-driven internal mobility software to enhance talent matching and strategy.
  8. Continuous Learning and Upskilling: Prioritize continued education, incentivizing employees to learn new skills and stay relevant. 

“Internal mobility enables the open exchange of talent and ideas within an organization, encourages employees to stay and grow, and is paramount to success.” – Shani Jay.


Internal mobility programs are essential to employee engagement, retention, and overall business resilience. They cultivate a workplace culture prioritizing continuous learning, career development, and skill diversification. Successful implementation of such programs requires a holistic approach that includes a commitment to the individual employee experience, ongoing upskilling opportunities, and the use of technology to optimize talent management initiatives.

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