Insights · Article
Internal mobility starts with the skills you already have
Connect employees’ skills and aspirations to internal roles and projects, even when their current job titles look very different from the new role.
Define what the work requires
A vacancy or a new project is a good opportunity to see what talent is already available. Start by clarifying the tasks someone needs to take on. Agree which skills they need from day one and which they can develop with support.
Consider experience and aspirations
Imagine a project administrator who wants to move into marketing. They already write project updates, analyse responses and coordinate deadlines. Ask for examples of that work. Discuss whether creating campaigns and measuring their results fits what the employee wants to do.
Turn a skills gap into a learning goal
The employee may have never set up a campaign independently. Ask them to prepare a small newsletter campaign alongside a marketer. Agree on who will provide support and what the employee should demonstrate, such as choosing a clear audience and using evidence to evaluate the results.
Agree on what comes next
After the assignment, discuss what the employee can do independently, what still needs practice and whether the role still appeals to them. An internal move may fit, or a temporary project may be a better next step. Check whether the current team has room for the move and how it can hand over knowledge. External hiring still makes sense if essential expertise is unavailable internally or needed sooner than it can be developed.
Read also · From individual skills to stronger teams
Based on a LinkedIn post by Mark van der Lippe.
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