Internal Mobility

Do you know more about your customers than your teams?


Internal mobility is a big challenge for many organisations, with only 1 in 5 roles being filled internally. 75% of managers cite an inability to find people with the right skills within their company as the root cause. This skills gap not only hinders employee growth but also proves costly for businesses in terms of recruitment and retention.

Watch the webinar here – or read on for more details:

However, there is a solution that lies in leveraging skills mapping, personalised learning, and data-driven insights. In this webinar our very own Ben and Matt illuminate strategies for organisations to bridge this divide and empower their workforce through strategic talent development initiatives.


Enhancing the Learning Experience

With 11% of employees engaging in non-mandatory training, it is clear that a revamp of the learning experience is crucial. Drawing inspiration from the customer experience realm, the webinar discusses the following tactics:

Personalised and Timely Learning

– Leverage data to recommend learning based on an individual’s current role and aspirational roles.

– Time learning prompts strategically, akin to Duolingo’s 24-hour reminder system.

– Visualise learning paths to illustrate progress and incentivise engagement.


Skills-Aligned Content

– Analys training content performance to identify and promote the highest-impact resources.

– Develop learner profiles based on personality and preferences to personalise content types.

Mapping the Path to Internal Mobility

Facilitating internal mobility requires a multi-pronged approach that aligns skills, learning, and career goals. The webinar outlined these key steps:


  1. Visual Career Pathways

– Provide a clear visual representation of roles and progression routes within the organisation.

– Supplement with case studies, tips, and FAQ’s to inspire and guide employees.


  1. Skills Mapping

– Map the skills required for each role at varying proficiency levels.

– Enable employees to self-assess and identify areas for development.


  1. Personalised Learning Plans 

– Link identified skills gaps to relevant learning resources.

– Offer personalised learning plans tailored to individuals’ goals and roles of interest.


  1. Job Matching

– Match employees with open roles based on their skills, interests, and development areas.


The Data-Driven Approach

To fuel these initiatives, the webinar emphasised the importance of leveraging insightful data across three core areas:

Reach and Engagement

– Track LMS/LXP usage, repeat engagement, and employee feedback on career resources.

Skills and Learning Effectiveness

– Map skills to roles and proficiency levels.

– Identify highest-impact training content based on skills development.

– Understand learner personas to personalise content.

Internal Mobility Impact

– Measure internal hire rates, promotions, and retention after development efforts.

– Correlate learning with skills growth and internal transitions.


The Strategic Advantage

By harnessing a data-driven approach to bridge skills gaps and facilitate internal mobility, organisations can unlock numerous strategic advantages for their L&D and talent management functions:


– Demonstrate clear business impact to gain executive support and increased investment.

– Identify performance gaps and enable effective succession planning.

– Deliver personalised learning experiences at scale to boost engagement.

– Continuously analyse strengths, weaknesses, and opportunities to optimize their strategy.

As the employment landscape evolves, empowering your workforce through strategic talent development is paramount. By combining skills mapping, personalized learning paths, and data-driven insights, organisations can crack the code on internal mobility, cultivate a future-ready workforce, and gain a competitive edge.


Written by Ben Gross