What exactly is labor mobility?
Mo·bi·li·ty (the; f) the act of moving about; = mobility. The literal definition of mobility according to the Van Dale. If we look at the definition of labour mobility, we are also talking about mobility, but then in the area of work. Where people used to often work their whole lives in the same place, that is nowadays by no means so self-evident. During your life you may have changed jobs a number of times. Or you have progressed to another position within the same company. All position changes that employees undergo in their careers fall under labour mobility. Within the definition of labour mobility there are two variants:
● Internal labor mobility : This form of mobility represents the growth of employees within an organization. It is important that internal labor mobility is stimulated.
● External labour mobility: This form of mobility refers to the movement of employees between different organisations.
Why is labor mobility important?
Labour mobility is a process that is important for both employees and employers. For both parties it is valuable not to stand still but to be able to continue to grow.
Labour mobility increases job satisfaction, reduces sickness absence, encourages people to keep developing themselves and enables an organization to respond quickly to developments. Companies that seriously invest in labour mobility are more often able to attract and retain talent.
Labour mobility increases job satisfaction, reduces absenteeism, encourages people to continue developing themselves and enables an organization to respond quickly to developments.
Stimulate labor mobility
Arbeidsmobiliteit is a hot issue. As an organization you want to keep valuable employees in-house as much as possible and attract the right people to vacant positions. Mobility therefore ranks high on many HR agendas. But how do you steer this properly? You don't do this by keeping people in one place at all costs, but rather by moving with them. Stimulating labour mobility can be done in various ways, for example by:
● Expressing appreciation for employees, both in the form of a financial reward and with positive words and genuine attention.
● Providing education, training and coaching.
● Drawing up and monitoring individual development plans.
● The where necessary the initiating of career guidance and/or secondment.
● Keeping employees deployable in multiple functions, for example through job rotation.
