Career inertia occurs when employees remain in the same role for long periods, even when they aspire to grow. While it may look like loyalty, it often hides stagnation. Over time, this leads to stress, regret, lower performance for individuals, skills shortages, and productivity gaps for organisations.
Research shows that Belgian employees are loyal: 77% plan to stay with their current employer. Yet only 19% have changed role internally in the past five years. Even fewer are considering an internal move in the next two years.
This paradox creates a risk. Without internal mobility, businesses limit innovation, weaken retention, and fail to build the future-ready skills they need. Many employees become campers, choosing security, while fewer act as climbers, actively developing their careers.
Internal mobility is one of the most effective ways to address career inertia. Data shows that:
Despite these benefits, internal mobility remains undervalued. HR leaders often focus on attraction and branding, while line managers unintentionally block mobility by holding on to talent. For strategies that work, explore our insight on Maximizing Internal Mobility.
Employees hesitate to make career moves for several reasons:
These barriers are not insurmountable. With the right structures and support, organisations can unlock movement and agility.
Right Management’s European research highlights five actions organisations can take today:
Track tenure, mobility, and turnover. Use data to see where career stagnation is slowing growth. Link insights to targeted programs like Career Mobility & Change.
When vertical promotions are limited, create horizontal growth paths—cross-functional projects, rotations, and skills-based moves. Equip managers with tools through Leadership Coaching to support these shifts.
Employees value learning they can apply directly. Micro-learning, coaching moments, and peer-to-peer training create lasting impact. Discover more in Continuous Professional Development.
Platforms alone cannot drive change. Employees—especially younger generations—expect human interaction and support. Our 3D Career Coaching model blends tools and coaching, as described in Revolutionizing Career Management.
External coaches bring confidentiality and neutrality that internal programs cannot always guarantee. This builds trust and ensures employees see mobility programs as genuine opportunities for growth. For transitions, explore our services in Outplacement and Back-to-Work Guidance.
Breaking inertia is not only about retaining employees. It is about enabling growth, creating engagement, and preparing for future challenges. Leaders must act as enablers, HR must prioritise internal movement, and employees must take ownership of their development.
For examples of organisations already taking these steps, read Vincent Delbaere on Internal Mobility and explore our client Testimonials.
Right Management has delivered more than 1,500 career programs in Belgium every year. With over 40 years of expertise, we help organisations transform loyalty into agility. Our solutions in Career Mobility & Change, Leadership Coaching, and Outplacement create tangible results for both people and businesses.
Is your organisation ready to turn campers into climbers?
👉 Contact our experts and explore how we can help you build a future-ready workforce.
