Mobilité interne : Résilience professionnelle en période de récession

They’re calling it a white-collar recession!

As 2023 unfolds with a somewhat gloomy economic outlook—ranging from predictions of a full-blown recession to a temporary downturn—analysts are pointing to white-collar jobs as the most at risk. The trend started in the second half of 2022 with the Big Tech layoff waves, and it shows no signs of stopping. Managers and professionals are squarely in the crosshairs of companies seeking cost cuts. Not the ideal backdrop for your career progression plans, we agree.

However, even as the frenzy of job-hopping and sky-high salary jumps of 2021 fades, there are still ways to advance your career. One of the most effective strategies today is internal mobility—moving to a new role within the same organization.

Internal Mobility from the Employee Lens

Internal mobility has been a top strategy for organizations for a while now. Research shows that employees who are encouraged and trained to take on new roles—or even pivot to a new career path within the company—often outperform external hires. Companies are increasingly relying on internal mobility to address talent shortages and contracting staff budgets.

Gartner’s 9 Future of Work Trends in 2023 predicts that internal talent mobility will be a key focus, helping employees engage with the opportunities that matter most, without fluctuations in headcount.

What does this mean for you as an employee? Simply put, internal mobility makes it easier to progress vertically or laterally within your organization rather than seeking external employment. A well-planned internal move can:

• Provide growth and development opportunities: Gain new skills and experience, making you more valuable and enhancing career advancement prospects.
• Increase job security: Reduce the risk of layoffs by moving to roles in demand during downturns.
• Offer new perspectives: Understand the company from different angles and unlock new advancement opportunities.
• Be cost-effective: Avoid the time and money spent on external job applications and interviews.

The potential downside? Internal moves may not come with a large pay bump, and lateral moves often don’t change your level or salary. Yet, if you value the company culture and colleagues, the benefits often outweigh the drawbacks—especially during recessionary periods.

How to Move Internally within the Company

Unlike external job hunts, internal moves are simpler—but still require strategy. Here’s a four-step process to navigate an internal career move:

Step 1: Identify the ideal move—up, down, or sideways

Think of your career as a lattice, not a ladder. Define your goals and priorities:

• Do you enjoy your current field?
• Do you want more scope, responsibility, or influence?
• Are you ready for a raise or higher visibility?

Answers here guide whether a vertical, lateral, or downward move is appropriate. Lateral moves can help gain new skills or pivot career paths, while downward moves may allow a focus on personal priorities or skill-building.

Step 2: Take Inventory of Transferable Skills

Review your resume beyond deep technical skills. Consider transferable skills—both technical and power skills (critical thinking, problem-solving, leadership, communication). Tools like Dave Rooney’s icicle-shaped skills framework can help assess skill depth and potential for growth. Highlight skills that translate well to the new role.

Step 3: Build the Base—Manifest and Discuss Your Passion

Identify skill gaps and work on them via online courses, mentorship, volunteering, or side projects. Equally important: make your aspirations known. Discuss your career goals with your manager and HR. Seek feedback on courses, attitudes, and cross-functional experiences that will help you reach your target. Cultivate a cross-departmental network of mentors, allies, and sponsors—they can flag opportunities for you early.

Step 4: Reach—Ability > Qualification

Scout open positions via internal job portals or direct outreach. Don’t let self-doubt hold you back. Unlike external candidates, you already have a foot in the door—your experience, performance record, and internal reputation matter. Remember, organizations are increasingly prioritizing ability over formal degrees, and upskilling and retraining are becoming the norm.

Conclusion

Recent CompTIA research shows that financial considerations, life priorities, and a desire for new challenges have driven nearly a third of US workers to pursue new opportunities. Globally, similar trends exist.

Instead of defaulting to external job searches, consider internal mobility first. It can recession-proof your career while aligning with both organizational needs and your personal skills and interests. And when hiring conditions improve, you’ll be well-positioned to leverage your internal experience for further growth.