Retention of key talent is a top priority for any enterprise – and a primary driver of retention is the sense of opportunity that comes from career mobility within the enterprise.

But there are typically considerable barriers to mobility – both intangible barriers such as internal culture and incentives, and tangible barriers such as data robustness and market-making capability. New technological solutions now enable enterprises to strengthen the robustness and utility of their data, and overcome the tangible barriers to mobility – and that in turn will help them to overcome cultural resistance.

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If you’re reading this, chances are you buy into the principle that your company’s most valuable assets are your employees. They are the driving force behind company growth and the champions of your culture and vision.

For corporations, finding the right talent has never been more important. Across the world, human resources teams have never poured as much capital towards their talent acquisition efforts. Why the enormous spend on talent acquisition? Corporate executives are starting to recognize that the lack of access to competent, skilled workers is the biggest threat to their business.

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“Employees don’t leave companies, they leave their managers.” 

With 50% of employees reporting leaving a job at least once because of a bad manager, that sounds like a pretty valid statement. If employee satisfaction is dependent on their relationship with their manager, then what are companies doing to improve that relationship?

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