Talent Development and Internal Mobility; Variety & Experience is the Key to Retaining Talented Employees

Every Wednesday at 12.30pm we have our team meeting at TheHIVE. These meetings have shaped into something productive, fun and inspiring - we are making progress in all the right places and we know it!?

At the end of our call this week our co-CMO Jamie reflected on a comment left on my LinkedIn post from the day before. The post used the analogy of football clubs loaning out players to other clubs to gain experience (and then bringing that experience back to their home clubs whilst becoming better players) to explain how staff sharing works at TheHIVE.?

The comment left was from a connection who whilst happy with their role and their employer, stated that they had often thought about how they could benefit from more varied experiences in their role, but they didn’t necessarily want to leave the company they were working in at the time.?

Promoting a culture of mobility?

This got me thinking, and not for the first time (in the shower, whilst driving, when trying to get to sleep and NOT think) about how limited opportunities for talent development and internal mobility ultimately contributes to employee dissatisfaction, and ultimately leaving? a company that could offer them so much more.?

Human Resources industry analyst and thought leader Josh Bersin shares in his latest research that “only one in four employers are designing jobs with clear opportunities for skill development and variety to attract and retain talent (and) only 11% promote a culture of internal mobility”.?

Bersin’s research goes on to highlight that “when companies go beyond the most basic practice of posting jobs on an internal portal and actively encourage a culture of movement and growth, they are 3.7 times more likely to see innovation rise and nearly five times more likely to be recognised as a great place to work.”?

What could that rise in innovation do for the productivity and growth of a business? And what would the reputation of a “great place” to work mean for the talent a business is able to attract (this is taking the Fortune & Sunday Times 100 best companies to work for to a new level!)

With talent scarcity and talent retention top of the list of problems employers are currently facing, is it time to take a step back and review how we create opportunities for development and growth for new and existing employees, in order to motivate and retain their much valued skills and expertise?

Employee mobility through TheHIVE?

The way in which the TheHIVE enables employee mobility and talent development is through Staff Sharing; the concept of one company ‘loaning out’ (remember the football analogy above?) their willing employees to a non-competing company to lead on exciting new projects with the aim of;

• Developing new skills and experiences that employees can use to progress in their roles
• Bringing back valuable lessons & approaches with new motivation to their employer
• Forging new, long-lasting relationships and networks?
• Hiring & retaining much valued, talented & experienced employees?
• Building the business’s reputation as one that has a culture of innovation & growth?

When we stop thinking about our employees as commodities, and start valuing them as individuals, it’s amazing what we can achieve collectively.

Staff Sharing and TheHIVE?

We are at a very exciting time in the development of TheHIVE with over 200 members and businesses hiring shared staff through our platform. It’s FREE to join!

We will be releasing our waiting list to join our new and improved Staff Sharing marketplace in September with the objective of turning the outdated and underperforming world of recruitment firmly on its head.?

Join us on our journey by subscribing to this newsletter where we will be sharing regular news, information and updates.