Crossboarding

Employee crossboarding supports internal career development, boosts team engagement, and helps retain top talent. Let's explore how to implement it in an organisation that aims to be agile and modern, responding to the needs of employees seeking new challenges without changing employers.

What is employee crossboarding?

Crossboarding is the process of supporting existing employees as they transition into new roles or departments within the same organisation. It combines the words “cross” and “onboarding”, which perfectly captures the essence of this process – re-onboarding an employee who already knows the organisation but needs support in a new role.

Unlike traditional onboarding, which focuses on integrating new external hires, crossboarding leverages an employee's existing knowledge of the organisational culture while helping them adapt to new responsibilities, teams, or departments. It is a structured process for employees to move into new roles within the same organisation, encompassing both vertical promotions and horizontal transfers between departments.

Crossboarding objectives

1. Retain company knowledge internally

When you move employees between departments instead of recruiting externally, all company knowledge stays within the organisation. An employee who already understands your processes, knows the systems, and grasps the company culture will adapt to new tasks much faster. This saves time and money.

1. Increase employee engagement

LinkedIn research shows that employees who move into new roles internally are 3.5 times more engaged than those who remain in their current positions. When you give employees the chance to develop internally through crossboarding or upskilling, you show them that you are investing in their future. This builds loyalty and motivation.

1. Optimise talent utilisation

Instead of searching for external candidates, you can leverage the potential of your current employees. Crossboarding allows you to identify individuals ready for new challenges and fill vacancies more quickly. This is more cost-effective than continuous external recruitment.

1. Build a culture of continuous learning

When employees see that they can develop and change roles within the company, they feel valued. This boosts their confidence and trust in the organisation, leading to higher productivity. You create a culture where development and adaptation are the norm – crucial in today's fast-changing business world.

Benefits of employee crossboarding

For the organisation:

1. Reduced recruitment costs

The average cost of onboarding new employees in the US is 4,700 USD per employee. Crossboarding significantly reduces these costs by eliminating the need for external recruitment, a lengthy selection process, and the initial adaptation period.

1. Shorter time to full productivity

New employees can take up to 12 months to reach full productivity in a new role. By adopting a crossboarding approach, you can leverage an employee's existing company knowledge and halve this productivity curve.

1. Higher talent retention

According to McKinsey research, companies with strong internal mobility programmes achieve 41% higher retention rates. Employees who have experienced internal mobility have a 64% chance of staying with the organisation after three years, whereas employees without such experience have only a 45% chance.

1. Increased innovation

A Deloitte study found that companies promoting internal mobility are 3.8 times more likely to be perceived as innovative by their employees. The flow of diverse perspectives between departments stimulates creativity and innovation.

For employees:

1. Career development without changing employers

Crossboarding provides valuable development opportunities for existing employees, allowing them to take on new responsibilities and roles, which fosters continuous learning and professional growth.

1. Increased sense of value

When a company offers employees internal mobility opportunities, they feel valued, which contributes to a sense of belonging and loyalty to the organisation.

1. Safer career change

Employees can explore new career paths in a familiar environment, which reduces the stress associated with changing jobs and allows for more informed decisions regarding professional development.

Find out how tomHRM employee onboarding software can help you integrate employees transitioning roles within your company!

How to conduct crossboarding – key stages

1\. Assessment and preparation before transition

Competency gap analysis

The first step is a thorough analysis of the differences between the current and new roles. An internal structure should be created that allows HR to identify potential candidates within the organisation who might be a good fit for one of the open vacancies.

Individual development plan

Based on the identified gaps, a personalised development plan should be prepared, including:

• Technical training specific to the new role
• Soft skills development
• Mentoring or coaching
• Job shadowing in the new department

2\. Communication and expectation management

Transparent communication

Clear communication is crucial throughout the crossboarding process. Clearly communicate the reasons for the employee's transition, expectations for the new role, and how it aligns with company goals.

Inclusion of all stakeholders

The process should involve:

• Current manager (support in handover of responsibilities)
• New manager (preparing the team for the new member)
• HR team (coordinating the process)
• The employee themselves (active participation in planning)

3\. First days in the new role

Structured induction plan.

As with traditional onboarding, the first days are crucial. Create a “first weeks on the job” schedule for the employee that includes meetings with key team members and people from the organisation – share it in advance for peace of mind.

Buddy

Just like in onboarding, a buddy in crossboarding is a great way for the new team to welcome the employee. Remember to choose someone who is always willing to chat, so your employee has someone they can turn to with all the detailed questions about their new role.

4\. Ongoing support and integration

Regular check-in meetings

Informal manager meetings are a good way to give the employee an opportunity to ask questions, gain knowledge about the department, and adjust their course if needed.

Adjusting the pace of crossboarding

Unlike new employee onboarding, individuals undergoing crossboarding may take on some responsibilities more quickly, but may need more time to “unlearn” old habits and processes.

5\. Evaluation and process optimisation

Feedback system

Ensure you give the employee plenty of opportunities to provide feedback on their transitional experience. These can be digital or in-person meetings, anonymous or not, as long as you use these insights for future process improvements.

Measuring success

Define key performance indicators (KPIs) to measure the success of crossboarding. Regularly assess the impact on organisational goals and adjust strategies accordingly.

Which elements of traditional onboarding to use, and which to omit?

Elements to retain:

1. Structured induction plan – although the employee knows the company, a new role requires systematic introduction.
2. Meetings with key people – building relationships within the new team is equally important.
3. Clear definition of goals and expectations – particularly important when changing departments or functions.
4. Support system (buddy/mentor) – helps in navigating the new environment.
5. Regular checkpoints – monitoring progress and resolving problems.

Elements to omit or shorten:

1. General introduction to company culture – the employee already knows it.
2. Basic training on company systems – unless the new department uses different tools.
3. Administrative procedures – most formalities are already taken care of.
4. General compliance training – only updates specific to the new role.

Elements specific to crossboarding:

1. "De-onboarding" from the previous role – help with closing projects and handing over responsibilities.
2. Managing relationships with the previous team – establishing boundaries and new forms of cooperation.
3. Addressing potential conflicts – when an employee is promoted above former colleagues.
4. Leveraging existing knowledge – identifying how experience from the previous role can enrich the new position.

Crossboarding, understood as the integration of an employee transitioning to a new internal role, is not just a talent management trend but a strategic necessity in an era where 94% of employees declare they would stay longer if the company invested in their learning and development. For medium-sized companies, which form the backbone of the Polish economy, an effective crossboarding programme can be a key competitive advantage.