In recent years, workforce mobility has risen sharply both in Turkey and around the world. Amid economic volatility and restructuring decisions that have led to higher turnover and layoffs, organizations are turning to new solutions to mitigate talent loss. As pressure on the labor market grows, companies are increasingly exploring ways to retain the talent they already have and strengthen employee engagement.
Data from ManpowerGroup’s 2025 Global Talent Barometer shows that organizations offering internal mobility opportunities see significantly higher engagement and retention, even during challenging periods. The research indicates that when employees are given the chance to move into a different role within the organization or gain new skills, their likelihood of leaving decreases. This enables companies to build more resilient structures not just by hiring externally, but by unlocking the potential of their existing talent.
Insights from Mercer’s 2024–2025 Global Talent Trends report reinforce this shift toward developing and repositioning talent from within rather than relying heavily on external hiring. According to the report, high growth companies are roughly one and a half times more active than their peers in matching employees to internal roles. Mercer highlights that, in the face of talent shortages and evolving role expectations, organizations are increasingly investing in skill building and redeploying employees across new internal opportunities. The study notes that internal rotation, skill development, and matching employees to new roles within the organization play a pivotal role in preparing the workforce for the future.
During this period of heightened layoffs and market fluctuations, 60% of employees say they believe their company will help them find a new career path internally even if their current role becomes obsolete. This sense of trust demonstrates how internal mobility policies serve not only as an efficiency lever but also as a powerful driver of engagement and long term sustainability. Mercer further reports that in economies with widening talent gaps, companies that prioritize internal mobility build more resilient organizations, reduce talent loss, and maintain workforce energy at more sustainable levels through skill based movement.
At a time when financial pressures are increasing, one of the strongest advantages of internal mobility is cost efficiency. Empowering an existing employee to take on a new role is far more economical than hiring externally, and it accelerates onboarding, while boosting productivity in the process.
Overall, the data shows that internal mobility helps companies stay grounded during uncertain times. Making engagement, learning, and talent management more sustainable. Organizations that give employees room to grow, reinforce deeper loyalty and move forward with stronger confidence in the future.