…before you can apply for a different position?
Restrictions on internal movement have been getting attention the last few years. (There is, after all, no restriction to applying to another company).
One of our CareerXroads members is working to revise their internal movement policy (83% responding have them) and they were curious about what other members were doing as one of many data-points they were collecting as they approached their decision about what to change. To complicate matters a little they wanted to ask a few global movement (country to country) questions as well.
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While closing the survey responses today to post for all members, I was taken by the distribution shown here. Seems that 19.2% have eliminated the time-in-job requirement. Over my career, that number has never been that high. I’m actually a fan of eliminating time restrictions because it requires maturity by both the employer and the candidate to resist quick movement through counsel and other considerations rather than arbitrary and bureaucratic numbers that seldom hold sway #endofaverage at best and contribute to negative perceptions of fairness at worst.
Happily only a 1/4 of the respondents said their Managers had to also give the approval to apply- another nail in the perception of fairness coffin driving, in some studies, regrettable turnover. I’m hoping there is a trend here.
‘Other’, also 19.2%, was primarily an explanation of “we do 12 months under these circumstances and 18-24 under these” and so the ‘winner’if one could/should be declared, is 12 months.
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But, of course, a bench mark out of a broader, deeper analytical context is simply a lazy approach to decision making. This narrow data set of large well-defined enterprise wide employers may change as numbers increase (I doubt it- we’ll leave that to the ‘pay-per-click research guys’) but a contrast with agile, SMBs that are eating the lunch of their larger cousins might show even more transition to the elimination of restrictions (an idea for someone?). Or, perhaps every policy that shows restrictions ought to be balanced by inclusion, cross-referencing or prominence of the expectations and enablers to grow and move within the company on whatever timing is considered ideal.
Your thoughts? What restrictions if any ‘should’ there be knowing how your world plays it?