In today's dynamic business landscape, the need for talent mobility has never been more pronounced. As organizations strive to thrive in an era of rapid change and disruption, attracting, retaining, and deploying talent effectively across geographies and functions is crucial for sustained success.
The EY Mobility Reimagined Survey provides insights that are directly applicable to your organization's talent mobility strategies. Let's explore the key findings that validate the importance of talent mobility in today's evolving workplace:
- 79% of organizations view talent mobility as a strategic priority for achieving their business objectives.
- 74% of organizations acknowledge that mobility programs contribute to building diverse and inclusive teams
- 63% of organizations report that mobility programs have a positive impact on employee retention
- 72% of organizations use mobility programs to address talent shortages
Strategic Talent Allocation: The survey illuminates one of the central themes: the strategic importance of talent allocation. In an era where skills gaps are widening and competition for top talent is fierce, organizations must have the agility to deploy talent where it's needed most. The survey reveals that 79% of organizations view talent mobility as a strategic priority for achieving their business objectives. This underscores the critical role of mobility in optimizing resource allocation and driving organizational agility.
Accelerate Innovation and Growth: Talent mobility is a powerful tool that not only fills skill gaps but also accelerates innovation and growth within your organization. The survey reveals that 68% of organizations believe that mobility programs enhance innovation by facilitating the exchange of ideas and best practices across diverse teams and geographies. By enabling employees to gain exposure to new markets, cultures, and perspectives, mobility fosters a culture of continuous learning and creativity, fueling organizational innovation and competitiveness.
Building High-Performing Teams: Effective talent mobility is instrumental in assembling high-performing teams that can deliver superior results. According to the survey, 74% of organizations acknowledge that mobility programs contribute to building diverse and inclusive teams, which are proven to outperform homogeneous ones. By fostering collaboration and cross-cultural understanding, mobility cultivates a workforce that thrives on diversity and harnesses the collective strengths of its members.
Driving Employee Engagement and Retention: In today's talent-centric landscape, employee engagement and retention are top priorities for organizations seeking to maintain a competitive edge. The survey underscores the correlation between talent mobility and employee satisfaction, with 63% of organizations reporting that mobility programs have a positive impact on employee retention. By offering opportunities for career development, skill enhancement, and personal growth, mobility programs demonstrate a commitment to investing in employees' long-term success, fostering loyalty and commitment.
Mitigating Talent Shortages: As organizations grapple with talent shortages in critical skill areas, talent mobility emerges as a strategic solution for bridging the gap. The survey reveals that 72% of organizations use mobility programs to address talent shortages, deploying employees to locations or roles where their skills are most needed. By leveraging internal talent pools and promoting a culture of internal mobility, organizations can mitigate talent shortages, reduce recruitment costs, and retain institutional knowledge.
The EY Mobility Reimagined Survey results strongly align with ATMA’s belief that talent mobility is a crucial driver of organizational performance and competitiveness. We strongly recommend that organizations review the full report, particularly the five actions to drive an evolved mobility function, and consider engaging with ATMA for specialized services.
Organizations that responded to a survey were assessed based on their mobility functions and were ranked as effective, emerging, or evolved. According to the survey, 30% of respondents from Asia were at the "evolved" level, similar to the Americas and higher than EMEA's 20%. These results further emphasize the importance of engaging with ATMA – a not-for-profit organization that aims to enhance talent mobility innovation and development in Asia. HR and Talent Mobility leaders require specialized services and programs to navigate their organizations through these rapidly changing times.
