Internal Mobility Can Improve Employee Engagement And Retention

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Internal Mobility Can Improve Employee Engagement
And Retention The year 2021 witnessed The Great
Resignation, wherein employees were seen to
voluntarily resign from their jobs, for the
reasons including wage stagnation, the rising
costs of living, limited opportunities for career
advancement, lack of benefits, hostile work
environment, and job dissatisfaction. Looking at
this trend, companies tried to address The Great
Resignation issue through internal mobility, in
which employees are moved within an organization,
either vertically or laterally, for career
transitions or development, offering them the
opportunity to change roles. This way, employees
are satisfied with their job as they can see
growth, and organizations also benefit by filling
up positions, without having to look anywhere
else for candidates. With this, layoffs
abounded, and recession fears increased, which
led to The Great Resignation coming to a close
by the end of 2022. Over these two years, a
19-point rise in retention was observed for those
who made an internal move within their own
organizations. The year 2021 which saw 73 of
employees planning to quit their jobs within six
months of joining, later saw a significantly
reduced 36 resignation by the end of the year
2022. 47 of candidates have confirmed that it
is the potential recession that had made them
less likely to quit their jobs. Internal mobility
is thus a time-tested strategy for improving
retention. Why candidates would want to quit
their job? The reason behind candidates quitting
has seen to be the fact that employees are no
longer willing to subscribe to the hustle culture
of the workplace and be available 100 of the
time in order to be successful. Instead, they
want a balanced work-life culture, and are ready
to quit if that isnt being possible because of
their job. So, while The Great Resignation has
come to a close, it doesnt mean that employers
have nothing to worry about. Rather, employers
should understand the value of employee
engagement and talent development, and enhance
these cultures within their organization in order
to retain their virtuous employees. Employee
engagement should be the top priority HR leaders
have seen to agree that employee engagement is a
top priority, followed by talent acquisition
being second on their list. With 41
correspondents aiming on employee engagement, and
only 17 considering talent acquisition, the
focus of talent acquisition shifts in two ways
first being
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how to hire talent that will stay engaged, and
second being how to continue to offer new
opportunities to the talent already present. For
this, you can always take assistance from the
best recruitment companies in India, one
like WalkWater Talent Advisors, who can help with
a structured hiring process that can bring on
candidates with no compromise on quality.
Candidates will be evaluated on the criteria
that matter most to the business. And for those
who want to prevent resignations, and improve
employee retention, such recruitment companies
can help with a job listing system that can offer
complete transparency, and thus trustworthiness.
Your aim should now be to have a set of
employees who will stay with your company because
they are a good fit for their jobs and have
development opportunities, and not because
theyre afraid of recession. Companies that have
strong processes in place for talent acquisition
and internal mobility can handle any employee
crisis, whether it is a full-fledged recession,
or an entire wave of resignations! Follow us on
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