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Why internal mobility is a business imperative

Using career pathing to align learning programs to business goals

According to the latest Workplace Learning Report, employees’ top motivations to learn are: 

  1. Progress toward career goals
  2. Staying up to date in their fields
  3. If they had more time
  4. Personalized learning for their interests and career goals

It’s clear that employees want to learn. But not every employee feels encouraged to learn.


The employee experience disconnect

While C-suite executives are prioritizing employee engagement and internal mobility, the employee experience does not reflect this.

  • Only 15% of employees say their organization encouraged them to move to a new role.

  • Only 26% of employees say their organization challenged them to learn a new skill.

  • Only 14% of employees say their organization encouraged them to build a new career development plan.

Creating a culture of learning

The most important thing you can do as an L&D leader is to create a clear and celebratory culture of learning at your organization. 

People who aren’t learning will leave to find fulfillment elsewhere. Recent talent disruptions have empowered workers and demonstrated to many the value of finding the work they do gratifying.

The top five factors workers cite when when considering a new job are:

  1. Compensation and benefits that align with their personal needs
  2. Workplace flexibility
  3. Work that is challenging and impactful
  4. Opportunities for career growth within the company 
  5. Opportunities to learn and develop new skills


Meeting employees where they’re at on their journey

More L&D teams are shifting away from large-scale learning initiatives and toward individualized upskilling based on career pathing. A clear benefit of career pathing is that it takes into account each employee’s needs, goals, and where they are at in their overall career. 

A notable finding from the Workplace Learning Report reveals an opportunity to differentiate upskilling based on age group.

  • Younger workers are eager to learn: They’re still growing and discovering all the opportunities that lie before them.

  • Workers who fall between the ages of 35 and 49 are more likely to value work-life balance and may have different upskilling needs, such as self-directed e-learning that fits better into their busy lives.

  • Those who are age 50+ value work that is more challenging and impactful, and are seeking to carve out their legacy.

Invest in talent to retain and grow your employees