Employee mobility is emerging as a powerful tool for addressing talent shortages and managing costs, according to an EY report. Companies with advanced mobility programs are more than twice as likely to achieve 10% revenue growth, highlighting the value of mobility as a strategic asset.
Talent shortages are a serious challenge—48% of employers report difficulty finding the talent they need, and 74% say it takes over a year to fill senior positions. But effective mobility can change that. EY’s survey of over 1,000 mobility professionals revealed that 85% believe mobility assignments can be transformative, and 48% said such experiences make employees more likely to stay with their employer.
Companies with well-developed mobility functions excel at tracking key metrics like performance ratings (68%), revenue impact (63%), promotion rates post-assignment (59%), and speed to fill vacancies (53%). These organizations also tend to explore twice as many cost-saving measures and automate or outsource processes more frequently.
Beyond global mobility, internal mobility can also boost retention. A LinkedIn report shows that employers who focus on skill building and personalized career development see a 15% increase in internal mobility. For example, in a company with 5,000 employees, this approach could lead to 200 more internal moves annually. Yet, most transitions are still concentrated among mid-level employees and above.
Creating a more inclusive mobility culture can help close this gap. Companies can do this by improving visibility of internal job openings, supporting cross-functional collaboration, encouraging mentorship, and focusing on skill development. As internal mobility becomes a priority, CHROs are taking on strategic roles, guiding C-suites on retention strategies. According to an iCIMS report, 86% of CHROs say internal mobility is a priority, and 37% are investing in technology to support these efforts.
Employee mobility, whether global or internal, is more than just a talent management tactic—it is a strategic lever for business growth. Organizations that embrace it can not only retain talent but also drive performance and resilience in a competitive market.
