Transboarding: why recruiting from within is vital for talent retention

Transboarding - tips for successful internal recruitment

We know that in today’s fast-paced culture, retaining talent is becoming a much tougher gig to manage for companies of all sizes.

No matter our age, we are all used to instant gratification; be it from same-day deliveries to immediate streaming of TV shows, or using an app to order a cab in minutes. But these instant results are making us less patient and it’s no surprise that this is filtering through into the workplace. People are no longer prepared to wait it out in a role for many years in the hope of a promotion, they want that career advancement now, and are not afraid to job-hop. Hanging onto rising stars is a tricky business.

So what can organizations do about it? Creating a culture of recruiting from within is a sure-fire way to boost staff retention, but many companies admit they don’t have a formal process in place for moving people around the business. This is where transboarding comes in – the act of transferring existing staff into new roles within an organization. It’s become a buzzword but it’s not a new phenomenon.

If you have good people, of course you want to keep them on board. It not only saves time and money in external recruitment but those people are already bought into your company’s culture and ethos, and know your market and customers. Yet, poor transboarding can lead to low morale and a loss of top talent, so getting it right is essential.

Here are our top tips for successful transboarding:

Commitment from the top down: business leaders must encourage internal recruitment and get the buy-in from managers so that it’s acceptable for people to move from team-to-team and there’s no resentment if a star employee applies for a role in a new department.

Sharing of talent: an effective strategy also involves the sharing of information about talented employees to enable different parts of the business to identify available talent when vacancies or growth opportunities arise.

Communication: create a channel for your talent to be aware of internal opportunities and a means for them to express which areas of the business or roles they would like to move into next.

Agility: a swift move for an employee from one role to the next will ensure a positive experience. There’s nothing more demoralising for an employee to be promised a new role but the transition doesn’t happen for many months.

Clean move: ensuring your talent can leave the responsibilities and tasks of their old role behind and focus on the new role will make for smooth transboarding. A new starter wouldn’t still be doing their old job when they join your organization so why should a transboarded employee?

Education: explaining the vision and core goals of their new role, particularly if it’s a completely new department, is vital, as they may differ from the previous department they have transferred from.

Expectations: give transboarded talent a clear brief of what is expected from them in the new role and what success looks like from the beginning.

Successful transboarding is worth spending time and energy to get right. Creating a rich culture of talent management where your people feel valued, and movement across the business is actively encouraged, will pay dividends across your whole organization.

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