Career mobility programs can make employees decide to stay with the same company for longer. The initiative can even be a solution for professionals with burnout since 25% of those who face the problem are looking for internal opportunities in their work organization. This is shown by a survey carried out by LHH, a business unit of the Adecco group, of 3,000 HR managers and 8,000 workers in Australia, Canada, France, the UK, the USA, Germany, Austria, Switzerland, and Brazil.

According to the study, 82% of leaders consider internal mobility programs a viable alternative to layoffs. Meanwhile, the proportion of companies with these programs increased by 47% compared to last year globally. This increase is backed up by the fact that 59% of workers are interested in developing new skills; 44% would like to change roles; and 43% feel that their careers are not progressing as desired.

According to Patricia Paniquar, leader of LHH’s career transition practice interviewed by the newspaper Valor Econômico, implementing internal mobility programs can be a tool for engaging teams and increasing retention. “In a constantly changing environment, the workforce must be prepared to adjust their roles, including migrating between sectors,” she says.

The report also reveals that the nature of layoffs is significantly shifting in the face of technological advancement and persisting economic challenges. Fewer HR leaders are citing over-hiring as the primary reason behind layoffs, instead pointing to performance issues, a misalignment in employee skills, and financial pressures. 

“Our findings underscore that HR leaders are acutely aware of how technology is impacting the skills needed for organizational success,” said Russell Williams, Senior Vice President of Career Transition & Mobility, North America, at LHH. “In the face of economic challenges, employers are increasingly reassessing whether their workforces are meeting these evolving needs, while also looking at how technology can be harnessed to support their employees’ growth both within the organization and as they depart.”

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Source: LHH | Valor Econômico