Published: Jul 24, 2018

We’ve been talking a lot this year about the topic of onboarding and the idea that the intent of onboarding is to ensure your new hire is properly prepared to assume their new role within the organization. While there is still a tremendous opportunity for organizations to enhance their onboarding experience, the good news is there is a lot of energy around onboarding out there and many are doing a great job at it. However, external hires aren’t the only source of talent for companies…we know this. Internal mobility strategies, career pathing, succession planning, and HiPo programs are top of mind for many HR and talent management pros, especially in today’s candidate-driven job market. When we can recognize internal talent by promoting them, we should be putting the same amount of effort into supporting their transition as we are when we are supporting someone new to the organization altogether. When we studied the topic of onboarding with the Human Capital Institute, we found that nearly a quarter of organizations do not have a transboarding strategy (also known as onboarding for internal hires) in place, and this is true for both managerial and non-managerial roles.

transboarding strategy

As organizations seek to retain top talent and provide opportunities for cross-functional and upward mobility, it is important to consider the adjustments existing employees must make as they move into a new role. Think about the transition into a managerial role, where the expectations and cultural norms may vary considerably from a tactical or individual contributor level. Or what if it’s a lateral move from one team to another, or one department to another? Those norms, expectations, and cultural nuances are also going to be different.

Addressing internal hires through meaningful transboarding helps strengthen an organization’s employer brand and sets individuals up for continued success. Also, even though I just wrote an article on HR.com talking about transboarding – can we collectively agree that we need to come up with a better name for this? Maybe “interboarding?” Or just plain “onboarding for internal hires?” Anyway, whatever we call it, it’s definitely worth considering as an area for HR professionals to make a major positive impact.

 

*Note: to read the article on HR.com, you do have to create a free account.