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What do I need to do to get my people moving

3 key dimensions to a career mobility culture
What do I need to do to get my people moving
 

What do I need to do to get my people moving?




Amy Smyth

Market Vice President Europe




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Organisations and employees are operating in a time of unprecedented change. Digitalisation is disrupting industries and having a profound effect on the skills needed in the workforce. For many companies, these critical skills are tough to find, particularly in a tight labour market. Making the most of the talent you already have can be a key competitive advantage.

Having the right skills is critical for both organisations and employees alike. Companies need to ensure they have the right skill mix to meet their business objectives, whilst individuals need the right skills to stay employable. Ensuring alignment between the aspiration and development of an individual and the career opportunities within an organisation means that both employer and employee can meet their goals.

Few organisations can afford to change out their entire workforce every few years to meet new demands in their markets, so an emphasis on careers ensures employees are upskilling, or reskilling and moving into new positions on a regular basis - bringing with them new ideas and innovation. A culture of mobility also meets employees’ demands for career ownership; Right Management research showed 89% of employees want to ‘own’ their careers. Businesses who invest in internal mobility can expect to see improvements across employee engagement, productivity and retention.

Career mobility is built on 3 critical dimensions: a clear workforce strategy, career-savvy managers and employees and supportive systems.

 

 

Workforce strategy
Having a clear picture of where you’re going and what you need to get there is a fundamental part of creating the conditions for mobility within your workforce. Communicating this to employees and managers is just as important. Ensuring everyone knows what skills will be required in the future and how your organisation is going to help people acquire those skills means that everyone is facing in the same direction.

People
Organisations frequently underestimate the importance of managers in the mobility equation. Good quality career conversations between employees and managers are often the key to unlocking career mobility. Ensuring managers have the skills, the understanding of why these conversations are important and visibility of the opportunities available within the organisation will empower employees to pursue their aspirations. For employees to actively engage in these conversations they need time to think and plan and have access to relevant tools and information.

Systems
Access to appropriate tools and systems is the final piece of the puzzle. If you give people a licence to drive their own career you must also give them a vehicle. Technology that delivers career pathing, development activities and visibility of opportunities within your organisation will ensure your employees have all the tools to take control and contribute to your business success.

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To learn more about why as many as 1 in 5 of your employees could be in the wrong role, fill in the form to download our Right Person, Wrong Role white paper for research and insights.


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