Chapter 2: Prepare to Reskill and Reboard

Tips to support employees making
internal moves

Challenge #2:

Accelerating internal mobility

6 out of 10 employees will need reskilling or upskilling by 2027. Yet most companies still lack the reboarding or crossboarding initiatives necessary to support internal mobility at that scale.

Transitioning employees may be familiar with the company’s culture and operations, but they still face unique challenges in new roles. They have to adjust to new responsibilities, navigate different team dynamics, and learn new systems or processes.

That’s where a structured program comes in—helping to smooth the transition and speed up internal employees’ time-to-productivity in new roles. Investing in internal mobility initiatives saves companies money and increases employee retention and loyalty. The question then becomes, how can people leaders get large-scale reboarding programs up and running quickly?

Solution #1: Repurpose relevant training materials

With internal transfers, there’s no need to start the onboarding development process from scratch. Instead, repurpose and reposition existing training materials that are still relevant, and then address the remaining gaps.

For example, an employee moving to a new department could benefit from the same “team process training” designed for new hires. If this training is already available as a short online course, you’re in a great position to adapt it for reboarding programs—saving both time and effort.

Keep in mind, though, the key differences between onboarding and reboarding needs, as outlined in the table below. This will help you avoid redundant training and focus on the materials that most contribute to a successful transition.

	Onboarding	Reboarding
Purpose	To integrate new hires into the company, culture, and role.	To transition existing employees into new roles or departments.
Duration	The first 90 days or longer	Typically shorter than onboarding as there's less ground to cover
Key Focus Areas	Introduction to company culture and values Role-specific training Orientation and administrative tasks (e.g., setting up accounts) Social integration (meetings with team members, mentoring)	Role-specific training in new position Understanding new team dynamics Adjusting to new departmental processes Knowledge transfer from previous role (if relevant)

Solution #2: Fill in the gaps faster as a team

Now it’s time to fill in the gaps with content specific to the employees’ upskilling or reskilling context. Collaborative authoring features make it easy for anyone to add, edit, or review and provide feedback on reboarding content—both live or asynchronously. So there's no reason for a single people leader or manager to carry the entire workload. Instead, source institutional knowledge and training materials from relevant team members and peers.

By turning training development into a team effort, you can create a formal reboarding program in half the time—and with better results, thanks to diverse input and expertise.

Feature highlights in Articulate training tools

Review. Use built-in tools to easily request, collaborate, review, and track feedback with multiple stakeholders—all in one place.
User roles. Manage collaborator permissions, giving the right people the right level of access to add, edit, or review content.
Block templates. Pre-design a block template that collaborators can insert and build upon, speeding up the development process and ensuring consistency.

Reboarding and crossboarding programs don’t have to take long to create or complete. With some creative repurposing and strategic focus, people leaders, managers, and peers can work together to develop a custom learning path that accelerates transitioning employees’ success.