itsual Internal Mobility
Overview
Internal mobility lets the organization redeploy skills it already has. Barriers are often cultural (manager hoarding) and procedural (opaque jobs, slow processes).
When to Use
- Building internal job marketplaces
- Career pathing across functions
- Reducing regrettable attrition for growth-seekers
- Redeployment during restructures
Core Practices
- Make open roles visible internally first where appropriate
- Set fair eligibility and notice rules for current managers
- Prevent punitive responses to internal applicants
- Match on skills and potential, not only current title
- Track internal fill rates and time-to-move
- Celebrate mobility as organizational strength
Principles
- Manager hoarding is a system design problem
- Mobility without development support can set people up to fail
- Transparent criteria beat informal networks alone
- Internal moves should be faster than equivalent external hires when possible
Verification
- Internal roles are visible and process is clear
- Retaliation against internal applicants is addressed
- Mobility metrics are reviewed