People are stuck. Managers hoard their best people. Skills don't flow to impact.
Low Talent Flow means people can't move to where they'd create the most value. They're locked in roles by managers, politics, or invisible walls.
Managers are measured on their team's output, not on developing people for the org.
Losing someone means hiring, training, ramping. Easier to just block the move.
Only "up" counts as progress. Lateral moves seen as stagnation.
People don't know what opportunities exist. Skills aren't visible across the org.
Employees should be able to apply internally without manager permission. Remove the "permission to explore" barrier. Let conversations happen first.
// Internal mobility policy
â Apply without current manager approval
â Hiring manager can interview freely
â Current manager notified only on offer
â 30-day transition period guaranteed
Track "talent exported" as a positive metric. Managers who grow people into new roles should be celebrated, not penalized.
Before permanent moves, enable 2-4 week rotations or project assignments. Low-risk way for people to explore and build cross-team relationships.
Internal skills database or profiles that show what people know, not just their job title. Make it easy to find "who knows X" across the org.
Publicly recognize people who take on new challenges. Kill the stigma that only promotions count. Breadth of experience is an asset.
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