The 2025 Guide: 10 Ways to Boost Internal Mobility for a Thriving Workforce

Organizations must boost internal talent mobility to thrive. After all, you’ve already invested heavily in your employees – why not maximize that investment and reduce costs by cutting reliance on external recruitment? 

Still, companies make it surprisingly difficult for employees to move internally. Gartner suggests that only 27% of workers feel that their employers make it easy to find and switch to attractive internal opportunities. 

Why is internal talent mobility such a tough nut to crack, and more importantly, what can companies do to smooth the road for loyal workers? 

Why Internal Mobility Programs Make All the Difference 

Organizations prioritizing internal mobility programs create a more agile, engaged, and high-performing workforce. Businesses can optimize talent, reduce turnover, and enhance employee satisfaction by enabling employees to move across roles, departments, and functions. A structured internal mobility platform ensures that employees have clear career pathways, making it easier for them to develop skills and pursue new opportunities within the company. 

What Is Internal Mobility? 

Internal mobility means the movement of employees within an organization, including promotions, lateral transfers, temporary assignments, and project-based work. A well-defined internal mobility strategy ensures employees can grow and contribute effectively without seeking external opportunities.

Why Is Internal Mobility Important? 

A strong internal mobility program benefits both employees and employers. Employees gain access to career development opportunities without leaving the organization, while companies reduce hiring costs, retain institutional knowledge, and create a more engaged workforce. Investing in internal mobility platforms streamlines talent management, allowing businesses to match employees with roles that align with their skills and aspirations.  

What are the hurdles to internal talent mobility? 

Before looking into ways to boost talent mobility, it’s worth questioning what holds back internal mobility despite the obvious benefits – such as internal hires performing better at their jobs. 

First, though internal hiring is often a priority, internal mobility programs struggle to come to fruition for some reason or another. It’s simply a lack of concerted action. Knowing something and doing something about it are two different things. 

HR culture is another stumbling block. Hierarchical structures leave fixed paths upwards in the internal pyramid but few routes through and across the organization. Often, internal mobility lacks an agile approach as hiring managers fixate on existing skills at the cost of recognizing the capability of internal hires to learn while adjusting to a new role. 

We’d also suggest that the absence of incentives can trip up even the most elegant talent mobility scheme. Incentives and monitoring can be the only way to overcome the human inertia that blocks internal recruitment. 

So, what actions should a company take to get talent mobility flowing, how can it change its culture, and what incentives are likely to work? Let’s take a look. 

How to increase internal talent mobility 

Fluid internal talent can help your organization get the most out of its talent year in and year out. Here are our top tips to drive talent mobility in your organization. 

Set up a formal internal mobility program

Good intentions will only get your company so far. Fluid internal mobility requires programming – and strategy. Identify the paths to mobility so that you can communicate where the opportunities are and look to change corporate structures that block internal mobility. Your internal mobility program should communicate continuously and drive an ongoing discussion around ways to boost internal mobility. 

Develop accessible (and novel) paths

It helps if the road to internal promotion is clear, but companies must be more creative when thinking about the nature of the road and the destination. Mobility is not always about moving upwards – it can also entail a sideways move that leaves a more rounded colleague who thrived on a new challenge. Don’t limit your thinking to promotions; instead, think about horizontal moves that can help employees gain valuable new skills and experiences. Temporary job swaps are another good idea. Or consider involving your employees in part-time projects, lending their skills while breaking through groupthink.  

Make sure you have the right technology

Large organizations hold a complex web of opportunities. Hiring managers will understandably struggle to juggle hiring requirements and available internal talent. Talent management software helps make sense of it all by increasing the visibility of opportunities and making it easier to identify and grow internal talent. Look for software with career pathing and internal mobility capabilities. This will help you systematize your efforts and make internal mobility accessible and achievable across your entire company. 

Invest in training and mentoring

This is an obvious point, but it is worth repeating repeatedly. Investing in the training and mentoring of your existing employees is not free, but it’s cheaper than hiring externally by a long shot. Training can help upskill employees to switch to a new internal role more efficiently and contribute faster once they switch. Having a development program also encourages existing employees to stay while making your company more attractive to external recruits. 

Recognize the value of institutional knowledge

Your internal candidates will have institutional expertise in spades. In contrast, an external candidate may take years to learn the nuances of your company, its clients, and its environment. Rather than constantly reaching outside for the specific skills you need, consider growing those skills in-house. Through building the competencies of your existing staff (think learning programs and career pathing) your company can benefit from both skills – and institutional knowledge. 

Set internal hiring targets

We mentioned incentives earlier. One solution is to set an internal hiring target. Yes, targets are arbitrary and do not necessarily serve recruitment goals well. That said, an internal hiring target will force hiring managers to at least consider the internal wealth of talent. Forcing HR to hire internally at least some of the time limits the default, easy option of hiring externally. 

Incentivize your employees to stay

Incentives can not only help external recruitment, but they can also help to encourage existing employees to remain in your organization – and to look for new roles inside actively. Cash, perks, and bonuses can be important motivators. However, ongoing training and a clear career path carry even more weight with employees. Your colleagues must feel there is a future for them in your organization. You can achieve this by actively planning careers and by being transparent about the next steps for every staff member 

Consider succession planning

Leadership may block internal mobility at a senior level because they may feel they’ve solved one problem – only to create another. A succession plan is always good but also aids internal mobility by ensuring that an employee who shifts to a new position does not leave a gaping hole behind. Developing an internal talent pool is essential to this process: grow the skills of your employees, and you have a ready-made cohort of recruits to choose from. 

Measure internal hiring success

Targets are a start, but comprehensively measuring and monitoring internal talent mobility outcomes will prove how internal hiring is cheaper and less risky than external hiring. Success stories will motivate hiring managers to consider internal talent and encourage your existing employees to keep an eye on internal opportunities. 

Start at the top, change the culture

Finally, the drive towards internal mobility must come from the top. It’s a cultural change, and leadership must see internal mobility as an organizational principle. Direct managers have the power to influence employees. Influencing those who hire and influencing everyone else to look for internal growth opportunities. Talent hoarders must be put in their place – team members must feel free to consider internal moves without the risk of blowback. 

 6 Benefits of Internal Mobility 

• Reduced Turnover and Hiring Costs – Employees are more likely to stay when they see clear career paths within the company, lowering recruitment expenses. 
• Faster talent Deployment – Internal transfers allow organizations to fill critical roles quickly without lengthy hiring processes. 
• Enhanced Employee Engagement – Employees feel valued when they have opportunities for career growth, leading to increased job satisfaction. 
• Stronger Workforce Agility – A flexible workforce that can shift roles as needed helps businesses adapt to market changes. 
• Better Utilization of Skills – Employees can apply their existing skills to new challenges, enhancing innovation and productivity. 
• Improved Leadership Development – Internal mobility programs help identify and prepare future leaders within the organization. 

5 Examples of Internal Mobility 

• Promotions – Advancing employees into higher-level positions within their department. 

• Lateral Transfers – Moving employees to a different team or function at the same level to expand their skills. 

• Cross-Functional Assignments – Allowing employees to work on projects in other departments to gain new experience. 

• Temporary Rotations – Short-term internal transfers to build skills and knowledge in different areas. 

• International or Regional Transfers – Moving employees between locations to support business needs and career growth. 

5 Types of Internal Mobility Programs 

• Formal Internal Transfer Programs – Structured processes for employees to apply for open roles within the company. 

• Talent Marketplace Platforms – AI-driven tools that match employees with internal opportunities based on their skills and career goals. 

• Leadership Development Programs – Internal mobility programs designed to fast-track high-potential employees into leadership roles. 

• Project-Based Assignments – Opportunities for employees to work on cross-functional projects without permanently changing roles. 
• Upskilling and Reskilling Initiatives – Learning programs that equip employees with new skills to transition into different roles internally. 

Kick off your talent mobility program and enjoy broad benefits 

We’ve outlined some hurdles to internal talent mobility and provided top ways to kick-start a talent mobility program. The right mix of enthusiasm, planning, and formal programs will bring your company to internal talent mobility. 

And it’s a road worth taking. Your company will save on recruitment fees, get more out of your recruits faster, and provide future opportunities for the employees you already have. 

Yes, starting the internal talent mobility machine takes a concerted effort – but your company will enjoy the benefits for years. 

3 Steps to Boost Internal Mobility at Your Organization 

• Build a Transparent Internal Mobility Framework – Define clear policies and career pathways to make internal transfers accessible and fair. 

• Implement an Internal Mobility Platform – Use technology to match employees with opportunities based on skills, interests, and business needs. 

• Foster a Culture of Internal Growth – Encourage managers to support internal moves and provide employees with development opportunities. 

By prioritizing internal mobility programs, companies can create a thriving workforce where employees feel empowered to grow, adapt, and contribute to long-term success.  To boost internal mobility, request a demo.

Internal Mobility FAQs 

What is the difference between internal and external mobility? 

Internal mobility refers to the movement of employees within an organization, such as promotions, lateral transfers, temporary assignments, and project-based work. It helps retain talent, reduce hiring costs, and enhance workforce agility. 

External mobility, on the other hand, involves employees leaving the company for opportunities elsewhere. This could include moving to another employer, transitioning to a different industry, or taking on external contract work. While external mobility can bring in fresh perspectives, organizations benefit from strong internal mobility programs that maximize existing talent before seeking external candidates. 

What is internal mobility? 

Internal mobility means enabling employees to move within an organization through job promotions, lateral role changes, skill-based assignments, or temporary projects. A structured internal mobility platform ensures that employees have visibility into career opportunities and can develop their careers within the company rather than looking for external roles. 

What is the culture of internal mobility? 

A culture of internal mobility is one where employees are encouraged to explore career growth opportunities within the company. This culture is supported by leadership, HR, and managers who actively promote internal transfers, cross-functional experiences, and skills development. Companies with strong internal mobility programs remove barriers to movement, provide career development resources, and recognize employees for continuous growth within the organization. 

How do you create internal mobility? 

To build a successful internal mobility program, organizations should: 

• Develop a clear internal mobility policy – Set guidelines for internal transfers, eligibility, and application processes. 

• Leverage an internal mobility platform – Use AI-driven tools to match employees with internal opportunities based on skills and career aspirations. 

• Encourage manager and leadership support – Train managers to foster career development and facilitate internal job moves. 

• Provide upskilling and reskilling opportunities – Offer training programs that prepare employees for internal career transitions. 

• Promote internal opportunities – Make internal job postings transparent and accessible to all employees. 

How to track internal mobility? 

Organizations can track internal mobility using key metrics such as: 

• Internal promotion rate – The percentage of leadership or critical roles filled internally. 

• Lateral move rate – The number of employees transitioning to different departments or roles. 

• Employee retention after an internal move – Measuring the impact of internal transfers on long-term retention. 

• Time-to-fill for internal roles – How quickly internal candidates are identified and placed in open positions. 

• Engagement and satisfaction scores – Employee feedback on career mobility and development opportunities. 

A robust internal mobility platform can automate tracking, providing real-time insights into workforce movement and the effectiveness of internal talent development strategies. To boost internal mobility, request a demo.