The “Great Resignation,” “Turnover Tsunami” or the “Big Quit,” whatever you choose to call it, the trend of job departures in the last few years has been unnerving for organizations. The workforce is taking stock of their careers and reevaluating their priorities. In 2020 alone, 40% of U.S. workers have changed jobs, managers, or roles. Employees are craving new opportunities for personal growth and learning to help them sharpen or build skills. If your people don’t believe those opportunities exist at your organization, they will look elsewhere.

To stem the turnover tide, organizations must connect their people to more personalized learning, critical skills development, and give employees control over their career paths and opportunities for growth. Workers who can see what internal growth opportunities are available within the organization are more likely to stay, as they can chart and track their progress towards the career path they desire.

Exposing your people to a wide variety of roles will help them gain a greater range of skills, be more collaborative across business areas and be more productive. And you’ll experience a massive increase in time-to-productivity as your “new” hires will already have most or all of their corporate onboarding done before even assuming the new role. Using your own people as a talent pool for filling job requisitions has a ton of great benefits.

Use this checklist as a reference guide to ensure your organization has the tools it needs to plan, facilitate and execute a great internal talent mobility program.