How to promote corporate mobility ?
Mobility in business is advantageous for employers and employees. It allows, on the one hand, to fully benefit from the available skills. On the other hand, the initiative contributes to improving the working atmosphere by renewing the environment and the employees of the employee concerned.
It thus participates in the appeasement of possible tensions and the development of staff members.
Mobility in business: what is ?
It is important to promote mobility in business in order toImprove employee commitment and efficiency. The concept sometimes arouses reluctance due to the associated changes. You will nevertheless gain in performance in terms of structures or positions concerned.
Plus, you’ll be able to easily manage mobile workers with tools like Microsoft’s Dynamics solutions.
Basically, the notion of mobility implies the modification of the conditions under which a person exercises his employment. It generally results in a change of position (internal mobility) or employer (external mobility). Internally, mobility can in particular be:
- Vertical (promotion);
- Horizontal (reassignment or functional mobility);
- Geographic (change).
The promotion gives access to a higher level position on the hierarchical level. It therefore requires a higher qualification or experience. As a result, this form of mobility is most often accompanied by a salary increase. Horizontal mobility consists of placing an employee in a position equivalent to his former position.
Remuneration therefore does not necessarily increase.
For its part, geographical mobility leads to a change of workplace for the employee. It can sometimes be associated with a promotion or reassignment to an equivalent position. Everything will depend on the needs of the company and the motivation for the change of position.
That said, employees can also submit a request for professional mobility for family or personal reasons.
Why should you promote mobility in your company ?
THE performance gain is the main advantage of promoting mobility in companies. For example, the employee will be satisfied if the change of position follows a personal request. He will then be more motivated and productive, because you have responded positively to his request. In this case, the motif provided can be a family rapprochement, an evolution of needs, a desire for change ..
If mobility is offered by the company, it is a excellent opportunity for the employee. This change makes it possible to enrich his professional experience and possibly increase his remuneration. However, mobility can sometimes have certain disadvantages such as family estrangement or modification of the living environment.
The employee can nevertheless prove himself with this new position.
In addition to questions of motivation, internal mobility allows you to limit the costs and risks associated with recruitment. Hiring effectively exposes you to uncertainty and a lack of qualified candidates. By reassigning a collaborator, you will already be aware of the strengths and limitations of the chosen worker.
This approach also makes it possible to deploy the full potential of the different profiles available.
What should be put in place ?
For promote mobility in the company, it will be necessary to set up a management in accordance with your global policy. Some managers have difficulty letting go of members of their team. Consequently, they can become an obstacle to internal mobility.
However, there are various solutions to remedy this. You can for example:
- Rethink the managerial system by training team leaders to become coaches for versatile and mobile workers;
- Provide bonuses and other benefits to managers contributing to the internal development of a certain number of employees;
- Continually review the objectives according to the movements of the employees.
Thanks to these initiatives, managers will be more inclined to participate in the mobility of their employees. It is also important to encourage listening to the company. Thus, the HR team will know the aspirations of each employee.
You can then consider reassignments or transfers that may correspond to the wishes of the staff members.
Finally, internal communication is crucial to publicize open positions and encourage employees to apply. This approach allows, among other things, to promote available talents and existing professions. In addition, such an approach reinforces the corporate spirit by favoring people already present within the company.
Employees will thus feel essential to all activities.