Deconstructing Work to Make Room for Internal Mobility

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Making internal mobility the norm could be the secret to retention. It’s all about harnessing the wealth of knowledge, skills, and talent already within your organization and strategically placing individuals into emerging roles.

Indeed, people don’t want to stay with the same company forever. The average employee tenure in 2020 was 4.1 years. Modern career paths rarely stay on a linear trajectory.

At the same time, people don’t jump ship for the sake of jumping ship. On the contrary, employees are hungry to learn, grow, and be exposed to new opportunities – whether in a project or a new role. Nowadays, that no longer means someone has to change who signs their paycheck.

Internal mobility. Talent redeployment. Succession planning. Project-based employment. These concepts are not brand new, but there are new ways of thinking about a blended strategy for filling roles – and skill gaps. This reality fueled a recent Eightfold Community Conversation about internal mobility. 

Read on to learn why putting internal mobility and talent redeployment into practice is the key to retaining top reformers and closing critical skill gaps.

For Tough-to-Fill Jobs, Deconstruct Them

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