Horizontal mobility: interim management responds to your problems

Horizontal mobility can be a very favorable solution to meet the human needs of an organization, but it also comes with certain limitations. Interim management will then be a very strategic solution to compensate for the absence of a key employee and effectively remedy recruitment needs.

 

Horizontal mobility: definition

Horizontal professional mobility is when an employee takes on new responsibilities, or changes positions within the same company, without this being a promotion.

Horizontal mobility should not be confused with vertical mobility, which refers to taking up a position at a higher (or lower) level in the company’s hierarchy.

Horizontal mobility can be done at the request of the employee, or imposed by the superior. It can be temporary or permanent, internal or external (if the employee changes place of work).

 

What are the advantages and limitations of horizontal mobility?

Horizontal mobility can be a real motivator and employee engagement. This allows them to develop new skills, to vary their missions, their working environment, etc. For the organization, horizontal mobility is also a A simpler and faster solution than to recruit a new candidate externally. The risks are also lower, because the company already knows the employee, their skills and know-how.

However, horizontal mobility also has a number of limitations. Indeed, the employee may perceive this change unfavourably. This can upset his bearings and give him the impression of “stagnating“ in the company and in his professional career. This can then lead to a decrease in motivation, productivity and operational efficiency. In addition, if the employee does not have sufficient expertise to take on this new position, it will be necessary to provide a period of training and integration which may prove to be long and expensive.

 

How can interim management respond to your horizontal mobility issues?

While horizontal mobility has many advantages, it will not be suitable for all situations. Indeed, it all depends on the size of the company, the resources available in terms of training and management, the type of function, the context ( crisis management, unexpected spike in activity, change management, etc.), and the duration of the job.

To meet your occasional needs for internal skills, there is another solution: interim management.

A high-ranking professional, the interim manager is highly qualified, and has more than 15 years of experience in a specific business (retail, construction, industry, digital, etc.) and in a targeted function (HR, Supply Chain, Sales Manager, etc.).

Calling on an interim manager therefore allows you to outsource the management of a department, or to take over the duties of a key employee who is absent (whether in the context of sick leave, maternity leave or while waiting for a new recruitment, for example).

 

At WAYDEN, an interim management company, we have a pool of highly qualified professionals. Immediately operational as soon as they join the company, they are experienced in managing complex projects, large-scale assignments and are used to working in a variety of environments.

The interim manager is able to ensure the start of the position with the greatest operational excellence. In addition to managing daily tasks, he or she will also be able to bring a fresh perspective and be a source of proposals to optimize processes, innovate, identify flaws and strengthen the company’s competitive advantage.

It can be carried out for a period ranging from 6 to 18 months, as an emergency if necessary. Thanks to his solid sector expertise as well as his unparalleled interpersonal skills (adaptability, natural authority, leadership, stress management, dynamism, etc.), he represents an invaluable asset for the company.