Why is internal mobility so important for your employees’ morale?
Hiring the right person for the job is essential. Everyone knows this. And, while acquiring talent is always a tough job, keeping that talent is more challenging. Probably now more than ever before. High staff turnover rates are never a good thing. So, how can you reduce this? Internal mobility
A study in 2016 by IDC and Cornerstone in which 1,352 HR Professionals were interviewed, named internal mobility as being the greatest factor for employee satisfaction and productivity. In Dubai, retaining talent is even more crucial when one considers the cost of onboarding the employee, as well as the non-tangible cost of settling that individual in. Staff retention can ultimately reduce operational costs, maintain stability and save time and money on external hiring.
So, if internal mobility is intrinsic to retention we need to understand the reasons behind this. Here I dig a little deeper to look at why employers are increasingly looking towards internal mobility as motivator for company loyalty.
Empower to the max
Nothing is more motivating than the feeling that you are in control of your career. Business leaders can empower their employees with access to opportunities and encourage them to be active participants in the business, the collaborative partnership and your company’s future. Rather than setting a passive culture, create opportunities for employees and broadcast them. Transparency is vital and this shows your employees your implicit belief in their capabilities. This will in turn motivate them be more proactive and go that extra mile.
Be sensitive
Moving employees into another role must be done perceptively to have the desired effect. Ultimately, you as an employer desire productivity and staff retention. Your employee on the other hand is looking for continued professional development and the opportunity to grow. You need to be sure that the role is suitable and provides the employee with realistic and achievable growth prospects. If this isn’t managed correctly, resentment could develop further down the line.
If an employee moves into a position where they feel challenges can be fulfilled, loyalty will follow and all parties will benefit.
Create a culture of progression
This ties in with the creation of an active and empowered company culture, as I previously mentioned. When fellow employees see their peers advancing or being given prospects, this sends a clear signal – this could be you. Everybody thrives on hope and opportunity. Career stagnancy can erode morale quickly, so the added positive spin-off of promoting internally will have a great knock-on effect in the workplace.
Nurturing talent
Be sure to invest in training and skills. When you invest in your own employees, loyalty often follows. Investing shows that you are happy to put your money where your mouth is. It sends positive messages on multiple levels:
- It demonstrates that you are doing well in your business and want it to thrive.
- It shows you have a plan and are thinking ahead. This is always reassuring to employees.
- Employees feel valued and this emotional response is crucial to continued loyalty. They can also see where the business is going and potential opportunities for career growth.
Overall, a win on many levels.
Conclusion
Effectively used, internal mobility is a powerful tool in staff retention. Evaluate your company culture and see where fine-tuning is necessary. Gather feedback from your employees about their career goals and plans. Where do they see themselves in five years? What are their dreams.
Business owners, to their own admission, often get so caught up in their own business goals, leading to lost focus on the goals of their employees.
Remain curious and keep interested.
By asking the right questions you can embed internal mobility as an integral part of your own company culture and enjoy a happier and more vibrant workforce.