Build a Powerful Internal Mobility Machine | 2-Minute Video

HR professionals and front-line managers agree on this: Keep our best people as long as possible — from recruitment to retirement.

But how is it possible when the work world is always in flux? Internal mobility is the answer.

And an Internal Mobility Machine is one of the coolest, most efficient ways to make it happen.

Build the Internal Mobility Machine

At Kuehne+Nagel, the HR team came up with the plan to help employees advance their careers internally. Not to mention, they came up with a really cool name for the plan — the Internal Mobility Machine.

It’s helped the company cut turnover and create new opportunities for employees who continue to grow without having to leave the company. Naturally, that makes the company stronger — maintaining institutional knowledge while building a workforce with a variety of skills and abilities to work across business units, departments and teams.

Even better, engagement has increased as employees recognize their company is interested in and committed to their professional and personal success.

What’s Up in This Episode

In this episode of HRMorning’s 3-Point, Claudia Harms, Head of Operations Excellence and Talent at Kuehne+Nagel walks us through their system to help employees move seamlessly and successfully through fulfilling careers at the company.

Click, watch and listen for more details on how to make an Internal Mobility Machine — or whatever you want to call your internal mobility career plan.

Transcript (edited for clarity):

Wouldn’t it be great if your employees made every career step within your company? No unnecessary turnover. Lots of institutional knowledge. An engaged, committed workforce.

Well, if you have an Internal Mobility Machine, keeping employees from hire to retire is possible.

Just ask Claudia Harms. She is the Head of Operations Excellence and Talent at Kuehne+Nagel. But when she started her career, she was an apprentice in the sea freight division. Talk about mobility!

How did she do it?

Harms: If I don’t ask for things, they aren’t going to happen. And that came very strong to them that I’m in the driver’s seat. I need to be in the driver’s seat because the company – they are lovely, they have so many opportunities. However, they will not come to you and present it on a silver plate.

And as Harms moved internally, it got her thinking: How can we help others excel in their careers here? The answer was the Internal Mobility Machine. And you gotta admit – that’s a cool name. Now, what is it?

Harms: It’s really about systemizing and it’s a different thing because we have empowered our recruiters to act as internal headhunters. 

That’s the ticket to the Machine. It’s a very deliberate approach. HR looks, advertises and recruits internally before they even think about candidates at large. And employees …

Harms: … are filling in that they are open for jobs, that they have certain skills, that they have certain experiences. So basically everything they do on LinkedIn also, they enter into the employee profile and recruiters have access to that information.

60% of the Kuehne+Nagel employees participate in and update the Internal Mobility Machine. And it’s helped them fulfill the bulk of open positions. Want similar results? Here’s how:

• Look internally. Promote open roles in-house first and foremost. Reach out to people whose skills match the roles.
• Build the network. Give employees space, time and technology to showcase their skills, experience and interests.
• Share successes. Show employees how people have thrived through internal mobility – just like Harms did.

You don’t have to reinvent the wheel to get the best people. You already have them – they just need a mobility machine to get there.