Talent Mobility - Deepstash
Talent Mobility

Talent Mobility

Talent mobility means making it easy and encouraged for people (especially high-performing ones) to move around your company.

In companies run this way, people jump laterally between departments, applying their skills in new and different ways. They might be joining different teams within their own department as needed. They might even be relocating to other subsidiary companies, or to different geographic locations.

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Start With Managers: If you have something good, it’s human nature to want to hang on to it. That’s why, despite good intentions, managers are the greatest barrier to cultures of mobility.

Promote Transparency: If you want your people to move around, you need to show them what’s out there: bring all your opportunities for internal job-hopping, recruiting, and promotions right out into the open.

Leverage Data: From internal talent marketplaces to upskilling platforms to career pathing software, data can revolutionize how employers engage with their people.

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Profitability, innovation, customer satisfaction—no matter what, these are important business goals, and they’re ones that talent mobility can support.

But there’s another reason talent mobility is so important right now: letting people move around your company creates agility, and that’s pretty much essential to thrive in today’s fast-paced business world.

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RELATED IDEAS

The war for technology talent

Software and technology are becoming a critical component for businesses throughout the economy, not just tech companies.

This trend is growing. Before Covid-19, more than 40% of software engineer and developer hires were made by non-tech companies. During the first few months of the pandemic, while many companies were cutting staff, Facebook announced it would hire 10,000 additional product and engineering staff members. Amazon plans to surpass that.

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Your values will affect your company culture

A company’s Vision and Mission define where your company is going. Values define how you get there - for example, "openness."

Defining your values becomes the foundation for your company culture, directing the decisions you make, and the people you hire.

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Being naturally curious

These individuals are not at your organization just to do a job, but rather to make their mark on the company as a whole.

They are deeply inquisitive - this means they see beyond just the roles and responsibilities outlined in their job description. Instead, they view their day-to-day work as a way to further the organization’s vision at large. They inherently connect the dots —understanding that each task, big or small, supports a collective push.

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