A talent mobility program: Panacea for all future woes
Millennials form a major chunk of the workforce and as part of their intrinsic nature, they are constantly looking for new challenges and seldom want to stick to an avenue for long. Hence, organizations are always finding new ways to keep employee motivation at high levels for this “change-savvy” workforce.
One of the strategies that organizations adopt is a “talent-mobility” program or in simple terms, job rotation program. It is a systematic way of keeping employees challenged and motivated and it also develops talent in a way that it is ready for the future needs of the organization.
A survey indicates that 44% of the organization have listed talent mobility as a top priority, and 55% said that they are planning to put a program in place in the next few years.
However designing a talent mobility program is not easy as it sounds and many such programs have failed due to lack of clear goals or strategy. “Developing the vision” for the program is as critical as it is to think about tangible benefits that it will bring, for a wholesome success.
At Mu Sigma, we believe that best mobility programs are the ones that are beneficial to all the stakeholders involved.
We have been able to achieve just that last year. There are typically 3 stakeholders in any job rotation program:
Benefits for employee
The obvious benefit for the employee is increased learning opportunities and expedited career propulsion. In addition to this, it enhances employee’s understanding of his/her interests and talents. This way, employee will be clearer with future goals and will feel more empowered and in control.
Also, such a program provides networking opportunities to the employees within an organization, especially the large ones, enhancing their future career opportunities.
The most important one is “learning over knowing“- the need to adapt to new situations/changes and acquire new skills quickly will strengthen problem-solving skills of employees.
Benefits for the organization
One given benefit for the organization is increased employees’ tenure due to improved satisfaction and motivation of employees. Augmented employee productivity will ultimately boost the organization’s overall productivity as well.
Other benefits are a flexible workforce and increased collaboration across teams.
However, the most important of all is finding leaders for the future. As mentioned earlier, with such a program in place, employees can discover their talents and natural leaders will shine. Continuity in a program like this ensures that an organization is always in the process of creating future or next gen leaders, who are equipped to deal with changing business landscape.
Benefits for the customer/client
Clients or customers benefit in the most interesting way with such a program in place.
If an employee continues to work in the same team for a long time, the aspect that goes for a toss is “Innovation”. Employees who come from different functions or teams, as part of the program will think from first principles and a fresh perspective. They will also bring best practices and learnings from their previous teams. These learnings, when applied will create better and up-to-date solutions for clients or customers.
A talent mobility program, if planned and executed well, will accrue benefit for the employee, the organization as well as its customers in a long run. Employees will be more aligned with the organization’s vision. The organization will be able to create an efficient and versatile workforce with next gen leaders due to increased learning quotient. Such a work force will be able to create innovative solutions for their customers, backed by interdisciplinary learnings.