Internal mobility refers to the movement of employees within an organization, either vertically or laterally, for career transitions or career development. An internal mobility strategy takes this a few steps further by implementing a process or framework for moving existing employees between roles, vertically and laterally. Internal mobility enables the open exchange of talent and ideas within an organization, encourages employees to stay and grow, and is paramount to success. Some benefits of internal mobility include increased employee satisfaction, retention, productivity, and engagement, reduced time and cost to hire, and the development of high-potential employees with an eye toward leadership succession planning.

Internal mobility programs can include promotions, demotions, new positions, mentorships, cross-team or additional projects, job shadowing, and job swaps. A solid internal mobility program should encompass more than just promotions and transfers and should include a process for employees to follow when they are interested in an internal position or want to work towards vertical movement.

Internal mobility helps organizations leverage the talent they already have and avoid the need to go through the external recruitment process, which can be time-consuming and expensive. It also encourages existing employees to improve their skills, develop new ones, and remain engaged with their work and the company.