May edition: Breaking Down Internal Mobility and Career Progression: What You Need to Know

It is not uncommon for organizations and individuals to conflate the concepts of internal mobility and career progression, however, it is important to note that they are distinct concepts. Internal mobility refers to an employee's ability to move between different roles or departments within the same company, while career progression refers to the process of advancing in one's career. Clarifying the difference between these two concepts can help employees make more informed decisions about their career development.

Internal mobility can involve lateral moves, promotions, or changes in job functions. The goal of internal mobility is to allow employees to gain new experiences and skills while remaining within the same company. While internal mobility can contribute to career progression, they are not interchangeable terms. Internal mobility can be a tool for career progression, but career progression can also occur through other means, such as taking on more responsibilities, gaining new certifications or credentials, or simply excelling at one's current role.

Career progression is the process of moving up the ranks within a company or industry. It is an essential aspect of any employee's career growth and development. While many employees believe that career progression only happens by moving to another company, there are opportunities for career growth and advancement within the same company. In this article, we will explore the importance of career progression within a company and the strategies that employees can use to achieve it.

Importance of Career Progression within a Company

Career progression within a company is important for several reasons. Firstly, it allows employees to gain new skills and experiences, which can help them become better at their jobs. As employees take on new roles and responsibilities, they are exposed to different challenges and situations, which can help them develop new skills and perspectives.

Secondly, career progression within a company can lead to better job security. As employees become more valuable to a company, they are less likely to be laid off or made redundant. This is because they have developed skills and knowledge that are essential to the success of the company.

Thirdly, career progression can lead to better pay and benefits. As employees move up the ranks, they are typically rewarded with higher salaries and better benefits packages. This can provide financial security and stability for employees and their families.

Strategies for Career Progression within a Company

There are several strategies that employees can use to achieve career progression within a company. These include:

1. Setting career goals: To achieve career progression, employees need to have a clear idea of what they want to achieve. Setting career goals can help employees focus their efforts and ensure they are working towards a specific objective.
2. Seeking feedback: It's essential for employees to seek feedback from their managers and colleagues. This can help them identify areas for improvement and gain insights into how they can develop their skills and knowledge.
3. Building relationships: Networking is essential for career progression. Building relationships with colleagues, managers, and industry professionals can help employees gain new opportunities, learn from others, and build their reputation within the company.
4. Taking on new responsibilities: Employees who take on new responsibilities, even if they are not part of their job description, can demonstrate their commitment to the company and their desire for career progression. This can lead to new opportunities and a better chance of being considered for promotions.
5. Upskilling: To progress in their careers, employees need to develop their skills and knowledge continuously. This can include attending training courses, taking on new projects, and seeking out mentorship and coaching opportunities.

While internal mobility and career progression are not the same thing, they do have some similarities. Both approaches are focused on professional growth and development, and they require a proactive and intentional approach to achieve success. Additionally, both approaches can help build a broader skillset and expand your network, which can be valuable for career advancement. Internal mobility may allow an employee to gain new experiences and skills, but it may not necessarily lead to promotions or increased compensation. Additionally, moving to a new role or department may not align with an employee's long-term career goals, and it may not provide the necessary advancement opportunities they seek. Therefore, it's important to weigh the potential benefits and drawbacks of internal mobility carefully and to evaluate opportunities based on their potential to contribute to overall career growth and development.?

Feel free to subscribe to my newsletter if you want to learn more about effective Talent Management strategies that you can use in your organization.

#TalentManagement #newsletter #recruitment #employerbranding #learning #LinkedInTalentSolutions