kGroupConsulting

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The Agile Workforce — Right People, Right Place, Right Cost

Websites are not the only things that need to be mobile-optimized. Today’s increasingly globalized environment means you need to be ready to mobilize people at every level of your organization.

Our proprietary mobility data and research are the best of their kind—and so are our consultants. We have the tools and the experience to help you meet your organization’s specific mobility needs, with practical advice behind the hard numbers. 

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High performing employees are key members of your organization, showing the ability to move around from position to position, and possessing potential for upward movement in the department and company.

 

Just because an employee is a high performer, doesn’t necessarily mean they’re also grandfathered into the high potential category. High potential employees (also known as HiPos) are those working within your organization who are coined by management as “rising stars”.

 

In order to create an internal mobility strategy, you have to take into account both your high performing and high potential employees. High potential employees have the ability to be great assets to the organization, but they need development and resources. Being able to identify these individuals is key to figuring out how to motivate and retain them.

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Educate and Empower Your Managers

There’s a well-known stigma that you should never, ever let your manager know you might want to be considered for an opportunity outside of the department. Unfortunately, many employees decide to remain unhappy at work instead of voicing their desire for change to their managers.

 

It’s up to the organization to educate frontline management on the benefits of internal mobility. Just because this means you may end up losing an employee from your department, doesn’t mean you shouldn’t provide them the right opportunities to grow and flourish in another part of the organization.

Outside of management education, it’s also crucial to empower your managers to have conversations with employees focused on their path within the company. Truly understanding an employee’s motivators, gaps, and potential.