As technology headcount budgets remain tight, employers are increasingly focusing on upskilling their existing staff.
This not only improves employee satisfaction but also adds significant value to the organization, while saving recruitment costs. In this blog we’ll explore 12 effective strategies to boost internal mobility and upskill your workforce.
Develop a comprehensive internal mobility program
In your efforts to boost internal mobility and upskill your workforce, it’s crucial to begin by establishing a structured internal mobility program that defines the framework, objectives, and procedures for employee career progression within your organization.
Transparent career paths and communication
“To foster a culture of internal mobility, it’s essential to communicate the opportunities clearly to your employees,” says Fernanda Pellegrini, VP of People Strategies at K2. “Transparency about vacancies and career paths will encourage them to explore new roles. Regular updates and open dialogues can ensure employees are well-informed about available options,” she adds.
Encourage cross-functional and regional collaboration
“Cross-functional and regional collaboration creates opportunities for tech professionals to work on projects outside their usual area, giving them a broader perspective and a chance to develop new skills,” says Fernanda. “Cross-training and collaboration can help professionals discover hidden talents and interests, paving the way for internal career mobility as they explore roles in different departments or areas of expertise.”
Offer skills development training
In the journey to upskill your workforce, provide your employees with the necessary training and resources to acquire new skills or upgrade their existing one. Upskilling is a critical component of internal mobility. Consider enrolling staff on a K2 University course, giving them critical skills in the world’s leading enterprise technologies.
Foster a learning culture
A workplace that values internal mobility should also foster a learning culture. Create an environment where continuous learning and skill development are not just encouraged but embedded in your company’s culture. Promote a culture of knowledge sharing, where employees are encouraged to teach and learn from each other.
Identify high-potential employees
Recognize and nurture high-potential individuals within your workforce, and tailor their career paths to align with their potential and the organization’s needs. Invest in personalized development plans for these individuals.
Promote mentorship programs
Mentorship programs can significantly aid in the development of your workforce. Encourage experienced employees to mentor and guide their colleagues. Ensure there is a structured mentorship system in place.
Streamline internal job postings
Make it easy for employees to find internal job postings. A well-organized job board or internal job portal can facilitate this process. Additionally, provide tools or resources that allow employees to filter job postings based on their skills and interests.
Performance reviews and feedback
Regular performance evaluations and constructive feedback sessions will help employees understand their strengths and areas for improvement, guiding their career decisions. These reviews should also include goal-setting discussions for future development.
Acknowledge and celebrate internal promotions and achievements, providing motivation for others to strive for career growth within the organization. Regularly highlight success stories during company meetings or newsletters to inspire your workforce.
Monitor and adapt
In the quest to enhance internal mobility, continuously track the success of your internal mobility program. Gather feedback from employees and make necessary adjustments to improve its effectiveness. Periodic surveys and data analysis can help you assess the program’s impact and refine it accordingly.
Embrace lifelong learning
“Technology roles are marked by constant innovation. To encourage internal career mobility, create a culture of continuous learning and development. Invest in training programs and certifications that tie in to the technology journey of your company. Allow your employees to upskill and explore new roles within your business, and as you implement new tech, invest in retaining the professionals who are already part of your team,” explains Fernanda.
Want to upskill your employees and promote internal mobility to fill talent gaps in enterprise technologies? Find out more about how K2 University can tailor training solutions to meet your talent needs.