Internal Talent
We previously discussed the need for organisations to build a culture of openness and trust. By encouraging both freedom of thought and creativity across resources will flourish, thus enabling businesses to be successful and grow. With the ever-increasing demands for businesses to change and adapt to global economic circumstances, the focus on both a culture of openness and trust can sometimes become lost. The attention can become misplaced upon the destination rather than the journey, meaning employees can become unwilling to invest in their skills and try new roles. A study by Deloitte earlier this year found that 76% of C-suite executives rated internal talent mobility as important, while 57% of respondents said it was easier to find a new job outside their current employer than from within.
Internal markets
The market for talent is always tough and at times of economic uncertainty individuals are less willing to take risks and move on but that doesn’t mean the internal market is easily accessed either. More than ever, organisations need to be agile and responsive to market forces and invest more in internal talent to unlock the talents needed for the business of the future. Indeed, the Deloitte study identified that the fastest growing businesses were twice as likely to have excellent internal mobility strategies compared to those that aren’t growing and three times more likely than organisations who were shrinking.
Personalised success
High performing companies are placing the employee at the centre of their talent strategies and working to build the trust and investment from employees to enable business change. By its very nature a growing business is undergoing change on a constant basis and in organisations with internal talent at the heart of the strategy, the business culture is one of moving forwards together - with employees at the very heart of the strategy. This is because employees understand where they fit in and the role that they play in the business going forward. They are ready for the change, they understand it and trust it is the right thing to do. Individuals feel their career is important to the whole business with a mutual understanding around progress and investment. There is also an understanding that people change role and move internally on a regular basis as the business and individual needs require.
Clear and flexible opportunities
So, what does a successful internal mobility strategy look like? Firstly, it is clear to employees where roles and development opportunities are available and there are tools within the business enabling the identification of talent. Leaders are open to new internal talent and to people from their teams moving into new roles – it is actively encouraged and celebrated. Multi-directional careers are embraced and encouraged with organisational hierarchies flattening and divisions of business being broken down to ensure mobility across the organisation. Employees are able try new opportunities and invest in their skills in order to deliver the business goals because the culture they operate within is supportive and flexible specifically for them.
Responsive resources
The result of investing in internal talent and creating an internal mobility strategy is having a business that is agile and ready for change, where employees are invested in the business of the future. People know there are opportunities and how to access them meaning that they stay committed and invested in the organisation enabling change to be navigated in the calmer waters of an engaged and knowledgeable workforce, clear on the business goals and committed to success.
Contact us to help you create the internal talent strategy that can take your business to the next level and ensure you keep your employees engaged and invested in delivering for the future.