Career paths aren’t as linear as they used to be. The modern workforce is dynamic, with employees craving growth and flexibility, and career change is welcome and encouraged. 

So how can your organisation keep up? By embracing and supporting career changes within the company.

Internal mobility leads to a variety of business benefits: improved employee retention, higher engagement, and a more agile workforce. This post will explore how internal mobility contributes to long-term success, how it addresses common challenges faced by HR professionals, and how HR teams can implement best practices to nurture career growth from within.

Why Supporting Career Change Matters

Moving employees into new roles within the company has rapidly gained traction as a key business strategy. By offering employees the chance to explore different positions, companies unlock the potential for innovation, motivation, and loyalty.

The days of sticking to one job or department for an entire career are long gone. Pluralsight's report on 2023 State of Upskilling shows that 77% of tech managers say they encourage their employees to explore roles outside of their current career path and take steps to prepare them for a transition. Also, the same survey shows that internal hires take 18% less time to onboard and are 20% more likely to perform well​. This is a powerful argument for encouraging career shifts internally rather than looking outward for talent.

Need more reasoning? Let’s see.

Why Internal Career Changes Matters for HR and Employer Branding Specialists

As HR professionals, the power to foster internal mobility rests in your hands. By supporting career transitions, you can build a more engaged workforce and showcase your company as an employer that values growth and adaptability. This is critical for employer branding in today’s competitive job market, where workers prioritise career development and learning opportunities.

Key benefits of supporting internal career changes

Obstacles to Career Change Within the Organisation

While the benefits of supporting career changes are clear, implementing internal mobility programs comes with challenges. HR professionals often encounter the following hurdles:

1. Lack of Awareness or Opportunities for Internal Career Change

Many employees feel unaware of available career opportunities within their company. When employees are unaware of internal opportunities, they are more likely to seek external options.

2. Managers’ Resistance to Letting Go

Managers may resist promoting internal mobility as they fear losing top performers. This mindset can hinder employees' growth, leading to dissatisfaction and turnover.

3. Skill Gaps and Training Needs

Even when employees are willing to switch roles, they often lack the skills necessary to transition smoothly. Many organisations fail to provide the reskilling or upskilling required to help employees thrive in new positions. 

How HR Professionals Can Encourage Career Changes Within the Company

So, how can HR professionals pave the way for a career change within the organisation? Let’s see..

1. Develop internal communication channels and share opportunities for a career change

Make sure employees know about career growth opportunities through internal newsletters, chats, and team meetings.

2. Invest in upskilling when offering a career change

Implement programs that offer continuous learning. This keeps your talent up-to-date with industry trends and ready for new roles.

3. Create cross-department mobility programs

Encourage departments to collaborate, share talent, and make it easier for employees to transition into different areas of the company.

4. Utilise data to map out career paths

Use HR analytics to map out career paths based on employee skills, preferences, and company needs. This data-driven approach ensures you’re matching the right talent to the right roles.

5. Offer coaching on career change

Providing mentorship opportunities not only enhances learning but also strengthens employee loyalty as they feel guided through their career changes.

In Conclusion

Supporting career changes within your organisation is a must for modern businesses looking to retain top talent, foster innovation, and strengthen their employer brand. By following the steps above, HR professionals can streamline internal mobility, nurture skill development, and ultimately, build a more agile and satisfied workforce.

FAQs

Why should companies support internal career changes?

Supporting internal career changes fosters employee retention, engagement, and innovation. It allows employees to grow within the company, reducing turnover and helping businesses develop a more agile workforce that can adapt to new challenges.

What are the key benefits of internal mobility for businesses?

Some of the key benefits of internal career change include increased employee retention, higher employee engagement and stronger employer brand.

What challenges do HR professionals face in promoting internal mobility?

Challenges HR professionals face in promoting internal mobility may include  lack of awareness, manager resistance and skill gaps.

How can HR professionals encourage career changes within the company?

HR professionals can pave the way for career changes by developing internal communication channels to share growth opportunities, investing in upskilling, creating cross-department mobility programs, using data to map out career paths, and offering coaching. By doing so, organizations can promote skill development, retention, and agility.

How does internal mobility benefit employer branding?

Companies that promote career growth and development are more attractive to top-tier candidates. A strong employer brand focused on internal mobility helps attract and retain talent in a competitive job market.

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