The survey also found variations among countries in terms of attracting external talent and promoting internal development. Norway and France are more inclined to attract external talent (48%), followed by Poland and Spain (46%), and Italy, Ireland, and Sweden (41%). On the other hand, Finland leads in internal talent development (34%), followed by the Netherlands, Denmark, and Croatia (33%), and Austria and Switzerland (32%).
Mobility issues in Europe
Moving employees within organisations appears to be challenging for one-third of companies, with France facing the most difficulty (43%), followed by Belgium, Sweden, Norway, and Finland (all at 39%), and Italy (37%). This may contribute to the fact that 40% of European organisations have managers who are not supportive of internal mobility.
65% are not immediately interested in taking on a new job within the same company.
From the employee perspective, 65% are not immediately interested in taking on a new job within the same company. While six in ten European companies understand their long-term talent needs, only half have a clear overview of their employees’ ambitions, and two in five lack precise information about their employees’ skills.
Unaware of advancement opportunitiesÂ
Regarding learning and development, two in three employees learn new things daily, and half of European companies promote job crafting to align job content with employees’ talents and preferences. One in three employees already engages in job crafting. However, only one in three employees feels they have sufficient opportunities to move to other jobs or departments within the organisation.
In other words: the research provides a gentle reminder (or a clear opportunity) to ensure advancement opportunities are discussed regularly.
The research also found that less than half (43%) of employees are aware of potential advancement opportunities or how to pursue them. That could be the reason why mobility issues persist across the region. In other words: the research provides a gentle reminder (or a clear opportunity) to ensure advancement opportunities are discussed regularly. If you want internal mobility, make sure awareness is created.
