Many companies immediately post positions externally as soon as they become vacant or are created. Give employees a first shot at applying for internal roles At the same time, such projects give the employees valuable experience and knowledge to apply to their current roles. These projects can offer mentorship to employees exploring other areas of the company and give them an idea of the skills necessary to accomplish a job and an indication of what working in that area could be like. Allow employees to work on cross-functional projects to gain experience in other departments while simultaneously lending their expertise. If your organization has an internal job board, use it to post not only open full-time positions, but also roles for specific projects. Expose employees to other departments through cross-functional projects Whatever it entails, an employee receiving this type of guidance can feel empowered and motivated to grow with the company and contribute to its ongoing success. This strategy may involve positioning their skills on their resume, building a pitch, and taking upskilling courses. Once an employee gains clarity about the type of role they want, a career coach can help them create a strategy to achieve that goal. Evaluating their strengths and interests through assessments and conversations with expert career coaches can provide support for those seeking alternative career paths within your organization. Many employees have hidden talents and skills that aren’t being applied in their current roles. You can help employees discover which roles they are qualified for as well as which skills they need to learn for the roles they want by offering skills and interest assessments.
Lateral move how to#
How to Facilitate Lateral Career Movement Offer career development with coaching to explore alternative internal career paths And happy employees share their positive experiences with both colleagues and their networks, extending your employer brand. Offering career development for lateral movement also fosters engagement by keeping employees interested in their work, challenging them, and demonstrating their employer’s interest in their futures. And by hiring internal candidates, companies save on the cost of onboarding, boost company morale, and develop leadership from within. In fact, lateral career moves can help prepare employees for senior roles by diversifying their skill sets. Similarly, often employees can apply the skills they’ve acquired in their current roles to those in other areas, while also bringing with them their knowledge of the inner workings of the company-something external applicants don’t have. Many are missing out on their employees’ hidden talents and skills that aren’t being exposed in their current roles.
But talent retention isn’t the only benefit lateral mobility can offer an organization. While the potential of an employee staying with a company decreases year by year, those who make a lateral move have a 62 percent chance of staying, according to one LinkedIn study. How Encouraging Lateral Career Moves Can Help Your Organization įacilitating lateral career movement isn’t difficult, and doing so can benefit both your organization and individual contributors. Because making a lateral career move often necessitates acquiring new skills and knowledge, such paths often do equate to a step up.
There are many in executive roles, like Lisa Alteri, Chief People Officer of Kraft Heinz U.S. In fact, it’s much less common nowadays for people to continue on a straight path from graduation all the way to leadership. And if these employees don’t leave, their engagement can dwindle and productivity decline.Ĭontrary to popular belief, not all paths to success are linear. Many workers feel stuck in their current career paths, and while they want to work for their current employers, they leave because they don’t believe lateral career moves into other areas in the company are possible. But if you think that employees are only looking for promotions, you’re wrong. While pay and benefits are obvious ones, lack of opportunity has been reported to be a factor for many. After all, employees leave for a variety of reasons. With so many organizations struggling to retain employees, one would be wise to investigate ways in which the employee experience can be improved.
0 kommentar(er)
