How Strong Is Your Organization’s Internal Mobility Program?

Every organization wants to help people grow, but few share a clear definition of what “internal mobility” really means. For some, it’s a monthly email listing open roles. For others, it’s a deeply embedded part of culture, built into KPIs and reinforced by leaders who reward talent sharing and discourage hoarding.

Without a shared vision of what good looks like, mobility can feel like a checkbox rather than a catalyst for engagement and innovation. But when it becomes a true organizational priority, people see a future within the company, build new skills, and feel supported to explore what’s next. The company benefits too – it’s estimated to cost $136,000 per employee turnover.

Five Key Steps to Build a Thriving Internal Mobility Program

1. Nurture a Culture of Mobility

At the heart of internal mobility is belief: belief that growth should be encouraged, supported, and celebrated.

A culture of mobility gives employees the freedom to explore new opportunities and gives leaders the confidence to share and develop talent across teams.

As one senior HR leader reflected, “When we stopped thinking of mobility as just promotions and started creating opportunities for project-based work, everything changed.”

When growth becomes part of everyday conversation, people flourish, and the organization grows stronger from within.

2. Establish Clear Metrics and Processes

Consistency builds trust. Clear metrics and defined processes ensure internal mobility is not left to chance but is visible, fair, and sustainable.

Tracking data such as internal moves, development participation, and retention rates helps leaders understand what’s working and where to focus next. When progress is measured, it becomes easier to celebrate success and identify opportunities for improvement.

3. Invest in Upskilling and Learning

Mobility depends on readiness. Employees need access to learning pathways that help them build new skills and prepare for future opportunities.

A recent survey found that 64% of employees believe organizations should upskill current staff before hiring externally. This reflects a simple truth: people want to grow where they are. Providing clear development frameworks and real-world learning experiences helps make that possible.

4. Use Tools and Technology to Connect Talent and Opportunity

The right tools make internal mobility practical at scale. Modern talent platforms give employees visibility into open opportunities, while providing leaders with data to make informed decisions about skill gaps and workforce planning.

As Melanie Stave, SVP, NA Career Development & Mobility Practice Leader, LHH observed, “Companies are going through layoffs in one department while hiring hundreds in another. Connecting these dots could save millions and retain institutional knowledge.”

Technology helps ensure that opportunities are accessible to everyone and that movement is supported, not restricted.

5. Provide Ongoing Career Support

Internal mobility thrives when people feel guided and supported throughout their journey. Coaching, transparent application processes, and skilled managers help employees take meaningful steps forward with confidence.

When career conversations are open and consistent, employees see mobility not as a risk, but as an opportunity to grow within a supportive culture.

Discover Where You Are and What’s Next

Every organization is somewhere on the journey toward a more connected, growth-oriented culture. The key is understanding where you stand today and what steps will help you move forward.

Request a free internal mobility assessment to:

• Benchmark your program across five key pillars
• Identify your organization’s strengths and areas for growth
• Receive practical recommendations and next steps

Growth begins within your organization, and with the right focus, it can become one of your most powerful advantages.