Activate Your Talent Mobility Strategy with Career Pathing
Your employees want to grow within your organization, but most don’t know where to begin and which career options make sense. This can lead to unmotivated and disengaged employees who leave your company to work for your competitors . . . or worse employees that stay at your company in roles they don’t like resulting in decreased productivity and a decreased bottom line. Having a solid talent mobility strategy in place can energize your employees and lead to a skilled and future-ready workforce.
According to Bersin by Deloitte, talent mobility is the movement of employees (not restricted to any one particular audience) into the right jobs at the right time at all the places and levels within your organization.
We all know that in today’s complex business world, traditional career paths rarely exist. Talent mobility means movement across projects, roles, teams, divisions, locations, etc. This is why it is critical for employees to have a line of site into vertical, lateral and cross-functional career moves.
Next-Level Career Exploration
Many employees have little idea what job opportunities exist outside of their own departments. They only become aware once a job is posted, leaving them little time to understand the job requirements and apply.
Adding career pathing/mapping to your HRIS can help to fine-tune your company’s talent mobility strategy by informing employees and putting in charge of their careers, encouraging them to look beyond their current role.
These interactive tools act as a hub to help employees understand and discover how their skills and interests can transfer from one part of the organization to another. Employees feel empowered to own their careers and develop themselves in ways that make sense for the organization. Through cloud-based software, employees can uncover individual positions and career paths within the organization and learn about the skillsets, experiences and competencies needed to make the move. This valuable insight helps managers provide meaningful guidance to their employees and teams. In addition, talent leaders get real-time data around workforce trends and gaps which help them be proactive when it comes to hiring and training.
Career pathing/mapping tools also help organization’s identify high performers that can be developed into homegrown leaders. This not only saves on hefty recruiting costs, it typically yields better results since your employees already know the ropes, fit the culture and have demonstrated loyalty to the organization.
Make Talent Mobility Work
Talent mobility will increasingly play a large role in attracting and retaining employees — especially millennials who rank career progression as the most desirable quality in the workplace. The most effective talent mobility strategies are agile, adaptable and evolving to meet the needs of individuals, teams and the organization as a whole. Layer on career pathing/mapping tools and your organization will have the essentials needed to build a full and resilient talent pipeline.