It’s no secret that finding the right people to fill key roles has gotten harder lately. Whether you’re leading a small team or an entire organization, you’ve probably felt the impact of the growing talent shortage. But here’s the thing—relying solely on external recruiting to fill these gaps may no longer be enough. So, what can you do? One approach that’s gaining momentum is focusing on the talent already within your company.
What You Need is What You Have
If you’ve been in HR or management for a while, you’ve probably seen the shift firsthand. Instead of focusing only on finding new hires, companies are realizing the importance of growing and developing the people they already have.
Think about it: your employees already know your company, its culture, and its goals. So why not invest in them? Encouraging people to grow their careers within the company boost morale, reduces turnover, and fills those tricky talent gaps.
So, how can you start giving your employees more opportunities to grow? It starts with a simple mindset shift. Rather than thinking of internal moves as just filling holes, it’s about building up the skills your company needs for the long run so you can grow your own talent from the inside out.
Move Up to Stick Around: Why Internal Mobility Works
When employees see opportunities for career development within the company, they’re less likely to seek out new challenges elsewhere. In fact, a LinkedIn study found that companies with high internal mobility have employee retention rates 60% higher than those without. That’s a big deal when you consider the cost of losing and replacing employees.
And let’s be real—your top performers are probably the ones who want to grow. Providing them with opportunities to try new roles, learn new skills, or take on more responsibility shows you value their potential. It’s about recognizing and unlocking the talent you already have.
Practical Tip: Try setting up regular career check-ins. Instead of waiting for yearly performance reviews, encourage managers to sit down with their team members every quarter to talk about their career goals and any opportunities for growth within the company.
Climbing Sideways: Encouraging Growth in All Directions
Gone are the days when careers followed a straight line from promotion to promotion. Today’s employees want more than just vertical growth—they want to move horizontally and diagonally across the company, gaining different experiences and skills along the way.
So how can leaders support this? Start by creating a culture where internal movement is not just accepted but encouraged. Let employees know it’s okay to explore different roles and help them map out how to get there.
Must Haves: Progress, Purpose and a Path to Grow
These days, it’s not enough to offer a paycheck and some perks. Employees are looking for companies that offer flexibility, learning opportunities, and a sense of purpose. Millennials, for example, rank personal development and career progression as top priorities when choosing where to work. [Source: LinkedIn’s 2023 Workplace Learning Report.]
So, what can you do to create a positive employee experience? Simple things like flexible work schedules, opportunities for personal growth, and an inclusive, supportive work environment can make a world of difference. When employees feel good about where they work, they’re much more likely to stay and grow within your company.
I recently spoke with a friend who left her job at a big corporate firm for a smaller company, not because of the salary, but because the smaller company offered flexible hours and personal development opportunities. It’s a reminder that what people value at work is changing
Cut Costs, Not the Team: Empower Growth from Within
At the end of the day, the solution to talent shortages isn’t always found outside your organization—it’s already within your team. As the saying goes, “The grass isn’t greener on the other side; it’s greener where you water it.” By nurturing the potential right in front of you, you not only fill critical gaps but also create a culture where employees feel valued, motivated, and ready to grow.
Investing in internal mobility, providing flexibility, and fostering a sense of purpose are no longer just perks—they’re essential to retaining top talent and building a thriving team. As you shift focus from external recruitment to internal development, you’ll find that the best path forward is often through empowering those already on your journey.
So, what’s next for your team? I’d love to hear your thoughts—let’s keep the conversation going.
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