The power of internal mobility

According to Nordic research by Cornerstone, about four out of ten employees feel that their managers support their development only within their current role. The biggest reason is the fear of losing top talent.

However, the most successful leaders don’t hold on to talent – they encourage them to advance in their careers.

This not only brings fresh expertise into the organization but also strengthens the company’s positive image and attracts ambitious professionals.

When companies dare to invest in internal talent mobility, the result is more committed employees and more agile organizations.

At Cornerstone, we help organizations develop their workforce and manage skills effectively. It’s time to encourage talent to move forward – not just stay in one place.

Why internal mobility matters

Internal mobility—the ability for employees to move within an organization through promotions, lateral moves, or role changes—is increasingly recognized as a crucial factor in talent retention and business success. According to the 2024 Nordic Learning and Talent Report, organizations that prioritize internal mobility experience higher retention, stronger engagement, and improved innovation.

Key Findings from the report:

• Only 45% of organizations provide internal mobility opportunities despite employees ranking it as a top factor for professional growth.
• 42% of managers limit growth opportunities to retain employees in their current roles rather than encouraging internal movement.
• A disconnect between HR and employees: While 50% of HR leaders believe they offer robust internal mobility, only 26% of employees agree.
• High-performing organizations are twice as likely to prioritize internal talent movement, leading to better business outcomes.

The benefits of internal mobility

Organizations that embrace internal mobility gain a competitive edge. Here’s how:

1. Boosting employee retention

Employees who see clear career progression paths within their organization are significantly less likely to seek opportunities elsewhere.

2. Enhancing workforce agility

By reshuffling internal talent, businesses can quickly respond to market changes and emerging needs without relying on external hiring.

3. Improving employee engagement

When employees know they can grow within an organization, they are more engaged and motivated to contribute to company success.

4. Reducing hiring costs

Filling positions internally reduces the time and cost associated with external recruitment while ensuring a better cultural fit.

Overcoming barriers to internal mobility

Despite its advantages, internal mobility is underutilized in many organizations. The 2024 Nordic Learning and Talent Report identifies several challenges that hinder talent movement:

1. Fear of losing top talent

Many managers hesitate to encourage internal moves out of fear of losing valuable employees, limiting growth opportunities.

Solution: Leaders should be rewarded for developing talent and encouraging movement, not just for retaining team members.

2. Lack of clear career pathways

Many employees are unaware of the opportunities available within their organization.

Solution: Establish transparent career pathways and communicate available internal roles through dedicated talent platforms.

3. Limited leadership support

Leadership plays a vital role in enabling a culture of internal mobility.

Solution: Train managers to support career growth and recognize internal mobility as a driver of business success.

4. Insufficient reskilling & upskilling

Employees may lack the skills needed for new roles.

Solution: Invest in learning & development programs that prepare employees for internal transitions.

How organizations can foster internal mobility

1. Implement a formal internal mobility program

Create structured processes for employees to explore and apply for internal opportunities.

2. Encourage cross-departmental movement

Facilitate rotational programs and lateral moves to expand employees’ skill sets.

3. Integrate internal mobility into performance reviews

Make internal career discussions a key part of performance management to identify growth opportunities.

4. Promote a learning culture

Organizations that prioritize continuous learning enable employees to develop the skills necessary for career progression.

Conclusion: The future of internal mobility

The 2024 Nordic Learning and Talent Report makes it clear: internal mobility is not just a perk—it’s a necessity. Companies that embrace internal movement retain top talent, drive engagement, and future-proof their workforce.

Is your organization ready to unlock the power of internal mobility?

Jesper Michaelsen, Country Manager Norway
Mobil: +47 982 65 862
post: jesper@csod.com