Mobility & Morale

If you had to guess, would you say that internal mobility A) decreases employee engagement or B) increases employee engagement?

If you went with B, congratulations! You win. Internal mobility is a huge driver of employee engagement, and can have an enormously positive impact on morale.

It’s easy to see why. When internal mobility is ingrained in an organization’s culture, its employees are granted the opportunity to shape their own career paths. If they have seen others at the company move up and around, they will know they have the freedom to do the same. This goes beyond simple promotions and team switches. They will be able to explore new lanes, take on new responsibilities, and learn new skills. They will have a voice, and never feel stuck.

When people feel in control and free to blaze their own trail, the stakes are higher. Their job is no longer just another job that will one day end, as most others do, in apathy and the standard binary of stay vs. leave. It’s a stop on the way to their future. Of course they will become more engaged. Of course they will be happier.

Our best employees have likely already proved their worth – and maybe even their loyalty – to our companies many times over. If we want to improve engagement and boost morale, we ought to reciprocate. Identify and remove roadblocks to internal mobility. If people internally are applying for open roles, pay attention to them first. Promote them. Allow them to move to different teams. Give them a space to share their perspectives on their own skill sets and career desires, and listen to what they tell you. Make it abundantly clear that they have options beyond where they currently sit.

On a personal scale, they’ll remember it when they find themselves daydreaming of leaving for greener pastures, or get an enticing interview offer from a recruiter on LinkedIn. On an organizational scale, engagement and morale will soar.