How to design effective career mobility programs to boost employee engagement & build talent pipelines

A must-read for talent leaders: Career mobility tips from the experts.

Table of contents

Chapter 1

Know your "why": Understanding career mobility and its impact on employee success

63% of workers who quit their jobs in 2021 cited “no opportunities for advancement” as a reason for leaving, according to a Pew Research Center study.

Your employees want to achieve career mobility to achieve personal and professional goals.

In this chapter, we’ll cover:

 An example of a career mobility journey
 The benefits of cultures of internal mobility
 Key labor market statistics talent leaders should know

If you want the workforce of the future, you’re going to have to build it. 

Career mobility connects what employers need – new skills – with what employees want – better pay, stability, & flexibility.

Career mobility enriches the personal and professional lives of employees. 

An example career mobility journey

Career mobility in action

From Dispatch to Pricing Analyst at Waste Management: Hear Robert's career mobility story.

“A large part of me wanted to have a better career so that I can provide more for my family.”

Robert G., Guild member promoted from Dispatch to Pricing Analyst at WM

Benefits of launching a career mobility program

1. Promotes retention

2. Boosts talent attraction

3. Cultivates a culture of learning

4. Improves your bottom line

Chapter 2

Strategies for designing an effective career mobility program

What are the programs you can launch today that will foster career mobility in your organization?

Career mobility drives the best outcomes when programs are intentionally designed for access, impact, and strategic alignment.

In this chapter, we’ll cover:

 Specific examples of pivotal programs to implement
 Best practices for talent leaders getting started with career mobility
 Key labor market statistics talent leaders should know

1. Add mentorship and coaching programs

a mockup of a chat between a Guild coach and a Guild member

2. Implement skills assessments and talent development plans

3. Enable job rotations and cross-functional projects

4. Heavily promote internal job postings 

Transparent promotion mechanisms provide a clear path for career progression, motivating individuals to work towards specific goals and perform at their best. 

5. Encourage networking and professional development opportunities

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Additional best practices for implementing a career mobility program

Chapter 3

Overcoming challenges in career mobility programs

New initiatives – no matter how great – rarely come to life without meeting some friction.

In this chapter, we’ll cover:

 The challenges that employers face when rolling out career mobility program
 Why these challenges arise
 How you can overcome them

1. Employee resistance to change

How to overcome this challenge:

You have to clearly articulate the purpose and benefits of your career mobility program, emphasizing how it aligns with the individual’s professional growth and the organization’s strategic objectives.

2. Recognizing and addressing real skills gaps

How to overcome this challenge:

Chapter 4

Measuring and evaluating the success of internal mobility programs

Internal mobility programs can have a major impact on talent strategy — but to ensure the maximum impact, you need to measure it. 

In this chapter, we’ll discuss:

 Which metrics you should be evaluating to gauge success
 How to measure the ROI of internal mobility
 Additional resources for folks who want to dive deeper

Too often the impact of internal mobility on a company’s bottom line is overlooked. 

$3 average savings for every $1 invested through Guild.

Average of all ROI analyses conducted by Guild for employer partners as of 1/1/2023

3 key KPIs to track the progress of internal mobility programs

1. Employee satisfaction

2. Internal promotions

The ultimate outcome of skills investments should be whether employees are moving into new roles, and your business is gaining the skills it needs to grow. 

For the data-lovers
The ROI of internal mobility
Employers see an average $3 savings for every $1 invested through Guild. Download our guide The Bottom Line of Investing in Employee Education, Skilling, and Career Mobility to learn how.
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3. Retention rates

Chapter 5

Case studies of successful career mobility programs: From retail, to healthcare, and beyond

Several companies are on the bleeding edge of career mobility, making investments in their employees that are paying dividends in terms of talent attraction, retention, internal promotion, DE&I and more. 

In this chapter, we’ll look at some internal mobility programs that inspire, and share additional resources to explore. 

Walmart (Retail)

Tyson Foods (Consumer Packaged Goods)

“We’re investing in the future of our team members and providing the tools and resources they need to be successful, both personally and professionally. Whether they’re learning a new language, earning a college degree or gaining skills to help build their career, this program is helping our team members thrive.”

Donnie King, President and CEO, Tyson Foods

Bon Secours Mercy Health (Healthcare)

Bon Secours Mercy Health is creating its future workforce through career pathways.

A wide range of clinical programs

120

clinical certifications, undergraduate degrees, graduate degrees, & nursing degrees available to BSMH employees

An explosion of interest

2,000

associates enrolled in the first few weeks of program launch, including more than 400 nurses

A talent attraction magnet

52%

of surveyed new hires cited the education benefit as a factor in their decision to join the organization (Q1 of 2022).

Bottom line? Career mobility programs drive meaningful organizational and people outcomes. 

Want a deeper dive into career mobility?

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