Grow your own: The power of internal mobility in 2025

As the skills landscape rapidly evolves, forward-thinking companies are discovering their best talent pipeline might be the one they already have. Internal mobility isn’t just about filling positions – it’s about future-proofing your workforce.

The math is compelling: upskilling existing employees is often more cost-effective than external hiring, and these employees already understand your culture and operations. But the real power lies in the message it sends: we invest in our people.

Your next star performer might be hiding in plain sight. Here’s where to look:

• Track project volunteers: Who consistently raises their hand for new initiatives? These employees often have untapped skills and motivation to grow.

• Watch for skill adjacencies: Your marketing coordinator managing complex spreadsheets might be your future data analyst.

• Listen to managers: They know which team members are ready for new challenges and who’s been quietly developing new skills.

• Monitor learning platform activity: Employees taking optional courses often signal interest in new career paths.

• Check cross-departmental collaboration: Those who work effectively across teams often have broader skill sets than their current role suggests.

With the rise of AI, organizations need adaptable talent. Internal mobility programs let you build these capabilities systematically, turning today’s customer service representative into tomorrow’s data analyst or helping your operations team develop sustainability expertise.

The key to successful internal mobility? Make it visible and accessible. Clear career pathways, transparent skill requirements, and active support for career transitions show employees they don’t need to leave to grow.

In 2025’s competitive talent landscape, your best candidate might already be on your payroll. The question isn’t just whether you’re helping them grow into their next role – it’s whether you know where to find them.