What is the defining characteristic of 'internal mobility' policies that either foster or hinder career growth?

The defining characteristic of 'internal mobility' policies that either foster or hinder career growth is the ease with which employees can access and pursue internal job opportunities. 'Internal mobility' refers to the ability of employees to move within an organization to different roles, departments, or locations. Policies that foster career growth are transparent, accessible, and supportive of employee development. These policies clearly communicate available opportunities, provide resources and training to prepare employees for new roles, and encourage managers to support internal transfers. For example, a policy that requires job openings to be posted internally for a specified period before external recruitment, coupled with career counseling services and training programs, would foster internal mobility. Conversely, policies that hinder career growth are opaque, restrictive, and lack support for employee development. These policies may limit access to internal job postings, require managerial approval for internal transfers (which can be arbitrarily denied), or fail to provide adequate training or support for employees transitioning to new roles. An example is a policy where internal job openings are not widely advertised, and managers are reluctant to release high-performing employees to other departments. The key factor is whether the policies actively facilitate and encourage internal movement or create barriers that limit employee access to opportunities for growth and development. Policies that promote transparency, provide support, and remove obstacles foster career growth, while those that are opaque, restrictive, and lack support hinder it.