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The career mobility framework: 3 steps to retain & promote internal talent

Making career mobility the cornerstone of your talent strategy offers a huge opportunity not just to fill roles from within, but to attract and retain talent as well.
Matthew J. Daniel

Matthew J. Daniel

April 5th, 2022

The career mobility framework: 3 foundational steps

1. Optimize your hiring practices and roles for career mobility.

Workforce planning teams must take a critical look at how they can create career pathways at all levels of the organization, from entry-level roles to senior management.

a graphic depiction of how Guild helps employers map out career pathways

Real-world examples of practices that lead to career mobility

2. Offer fully funded education and skilling programs that mirror your needed talent pipelines — and market them heavily

Employees need both short and long form learning options that allow them to mobilize into high-demand roles as business needs shift.

Funding and marketing your education programs is key

3. Invest in employee support throughout the process

Programmatic coaching improves adoption and persistence (particularly for frontline workers)

Your coaches should also have contextual awareness of the talent needs in your organization to be able to steer employees into high-demand career paths.

Career mobility on your radar in 2022?

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