Career mobility is no longer just about promotions and new jobs. It’s about offering opportunities for learning and professional growth.

In the old days, most of us probably thought of career mobility as merely a question of what it would take to get the next promotion or next job. Today, as continual change is par for the course in an unpredictable business environment, the concept of career mobility has to be explored in a more nuanced manner.

In short, for a professional looking for career longevity, career mobility must comprise varied opportunities to develop their skills, expand their network and maximise their success. All of this can be achieved through various means: new roles in various departments across an organisation, full-time, part-time, short-term gigs and projects, and other development programmes.

As such, it is crucial for organisations that want to retain their best employees to get with the programme and offer such opportunities within. Doing so will also ensure that you have a more engaged workforce with diverse skill sets that render them more flexible and adaptable. During a crisis when organisations need to pivot swiftly, such employees become even more crucial to survival and growth.

A CENTRAL SPACE SHOWCASING CROSS-SKILLING OPPORTUNITIES, STRETCH ASSIGNMENTS AND GIGS

Every company’s career site should have a dedicated section showcasing internal opportunities that promote mobility within the organisation. Job postings, cross-skilling opportunities, stretch assignments, projects and gigs requiring transferable skills should all be listed here.

A central space for these will show employees that the organisation supports their development. It also enhances engagement across departments.

Organisations benefit too as they get to tap into their existing talent pool for special projects and short-term needs.

TRANSPARENCY IS KEY

You might think that advertising such positions is unnecessary. Surely, news would spread effectively through word-of-mouth.

However, word-of-mouth only benefits those who know key individuals in the organisation. This results in an inequitable system.

An open and central space allows an equal-opportunity view and conveys the message that the organisation wants everyone to benefit and every employee has a fair shot. This becomes especially important in hybrid and remote workplaces where the opportunities for spontaneous sharing are reduced.

Full visibility could also spark ideas for collaboration and innovation across departments.

High-performing professionals value the ability to create their own career paths. As such, it is crucial to provide them with the information they need to take advantage of learning and growth opportunities.

The Covid-19 crisis has made even those who have a stable job worry about the future. Many wonder if the next crisis could render them redundant. In this context, opportunities to enhance skills and experiences are valued even more than before.

A healthy approach to career mobility within organisations not only empowers employees, but also demonstrates employers’ sincere commitment to employees’ career mobility. This ensures skills diversity within the company and more successful talent retention in the long run.