Stop Confusing Internal Job Listings with Internal Mobility Programs: 5 Essential Steps to Build a Strategic Program
An internal listing of open jobs is not an internal mobility program. Please stop thinking that it is. Sharing your available roles internally is the minimum you should do for your employees. You get a check plus if you share the roles internally before posting them externally. Yeah, you (sarcasm wholly intended)!
If you want to claim a strategic internal mobility program, do these things:
1. Align your program to the skills that will drive the business's growth.
2. Build comprehensive training programs around those skills. These programs should include formal programs, both internal and external training, and informal mentor and shadowing opportunities. Consider a variety of learning and work styles as you build the programs.
3. Create clear guidelines for how and when people move roles in the organization. Ensure those guidelines don't make it easier for people to find roles outside your company vs. inside. (I have an entire post about this that I will link to in the comments)
4. For the love of all things sacred, train your managers to give feedback. This training should include performance feedback, promotion feedback, and interview feedback. Have someone observe them giving feedback and provide the managers feedback on their ability to give feedback. Managers should not be managers if they cannot provide feedback effectively. I am dead serious here.
5. Provide transparency at every step - job requirements, expectations in the selection process, performance expectations, and compensation structures. Transparency improves inclusion.
All of these things require investment. If you want a strategic internal mobility program that improves engagement, retention, and inclusion, investment and commitment from the organization's top executives are required. If you don't have investment and commitment, stick with your internal listing of jobs and call it a day.
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