How large is your organization? A senior leader may see the whole enterprise—500, 5,000 or 50,000 employees. For an individual employee, its practical size is often defined by the people they know.
In a large organization, that internal network may represent only a small fraction of the workforce. The more junior the employee, the smaller it is likely to be. Helping employees expand their networks can improve both performance and retention.
Why internal networks matter
An employee’s network helps them find target roles, improve promotion prospects and obtain career guidance. Employees with strong internal relationships are more likely to pursue their aspirations inside the organization. Those with weak networks may rely on external connections and look elsewhere for growth.
Assess the current network
Most workplace relationships are formed through day-to-day work, occasional initiatives and informal office interactions. Hybrid and remote work have reduced some of those chance encounters, making deliberate network-building increasingly important.
How to help employees expand their networks
- Promote cross-functional collaboration. Increase participation in stretch assignments and internal gigs across departments and geographies.
- Foster connections through shared interests. Support employee resource groups and communities built around interests or causes.
- Create informal connection. Use both physical gatherings and vibrant online communities so employees can build relationships wherever they work.
A stronger internal talent network
A strong network gives employees guidance, mentorship and visibility. It encourages them to invest in their growth inside the company rather than looking outside for every next step. A well-connected workforce is also more agile, innovative and resilient.
