Successful mobility programs require the alignment of skills, competencies, and proficiencies, as well as a supportive culture. There are also economic principles that influence job openings and mobility demand. These principles are driven through the integration of people and business strategies.
Although job mobility can influence job satisfaction, it may be more about job variety instead. Innovative approaches like gig marketplaces seem to address this, but enhancing the employee experience could be a more cost-effective route.
Job mobility helps companies fill roles and lets employees explore careers. Yet, internal mobility faces cultural, managerial, and cost-related barriers. Employees should actively build skills and pursue growth, aligning with supportive organizational environments to maximize opportunities and career development.
Today’s workforce has internal career mobility on the mind, but are there myths mixed in with truths? Risks exist with taking action too soon or too late, so both need additional study. This is an exploration of what this means and its implications on workforce planning strategies.
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