The Secret to Internal Mobility: Performance Isn’t Everything

I recently had the pleasure of catching up with my good friend John Vlastelica, and we were talking about a trend I had noticed on the SocialTalent platform: over the last few months there’s been a significant increase in the amount of internal mobility content being consumed by our users.

It seems that more organizations are being told to reduce external hiring and focus on internal mobility again, something we’ve seen in the past and that is definitely making a comeback from the rumblings we’re hearing around the industry. We’ve always been big believers in balancing internal mobility with external hiring, but as this trend returns, it raises a question:

Are we focusing on the right things when it comes to internal mobility?

That’s when John reminded me of a great framework that I hadn’t thought about in a while: Harvey Coleman’s PIE Model. If you’ve never heard of it, let me break it down for you, because it offers a valuable perspective on what really drives career progression—both inside and outside your organization.

What Is the PIE Model?

The PIE model breaks down career success into three factors: Performance, Image, and Exposure. But here’s the kicker: performance only accounts for 10% of the overall equation. That’s right. Despite what many of us like to think—“If I do a great job, I’ll get noticed and promoted”—performance is only a small part of the puzzle.

Here’s how the PIE model works:

1. Performance (10%): This is how well you do your job. It’s important, but as Coleman explains, it’s not enough to propel you forward on its own.
2. Image (20%): This is what people think of you. What’s your reputation within the organization? Are you seen as a team player, an expert, a leader?
3. Exposure (70%): The most crucial element. Exposure is all about who knows you and your work. Who is advocating for you when decisions about your career are being made in rooms where you’re not present?

The idea is simple but profound: decisions about your career aren’t made based on your performance alone. They’re made by people who have been exposed to your work and believe in your potential. Listen to our platform expert, Kingsley Aikins, explain the importance of exposure in greater detail:

Why Exposure Matters More Than You Think

Thinking about this structure in relation to career progression, it reminded me of a story of a friend of mine who joined a large tech company as the Head of Executive Recruitment. Nine months into the role, after establishing a team of around 40 people, he realized that half of the roles his team were filling with external hires should have been filled internally.

The problem? Exposure.

In this company, there were two main divisions that didn’t interact much. Brilliant internal talent in one part of the business was being overlooked because the decision-makers in the other division didn’t know them. These employees had no exposure to the opportunities available in the organization, and the executives making hiring decisions had no exposure to their skills or potential. So, despite being highly capable, these employees were leaving the company because they weren’t being considered for internal roles. They simply weren’t on the radar.

This isn’t just about one company—it’s a widespread issue. Many businesses invest heavily in skills-first hiring or mapping out employee skills, thinking this will solve their internal mobility problems. But, as the PIE model suggests, knowing your employees’ skills is only a small part of the equation. If employees aren’t actively working on their image and exposure (and organizations aren’t supporting them in this) their potential will remain untapped.

Driving Internal Mobility: More Than Just Skills

If we want to see real internal mobility—where talented individuals are moving seamlessly across departments and into new roles—we need to do more than just map out their skills. We need to help them build their image and exposure within the organization.

So how do we do this? Here are some practical steps:

1. Encourage Cross-Functional Projects: One of the best ways to increase exposure is by having employees work on cross-functional projects. This gives them a chance to collaborate with people from other parts of the business and demonstrate their abilities in real time. Whether it’s working on a small project for a few hours a week or taking on a temporary assignment, these opportunities can significantly boost an employee’s visibility within the company.
2. Create Talent Marketplaces for Projects, Not Just Jobs: Some companies have implemented internal talent marketplaces where employees can take on short-term gigs or projects in addition to their main role. These aren’t full-time job moves, but they offer a way for employees to gain exposure to other teams and leaders. It’s a brilliant way to foster networking and get noticed by people who can advocate for them in the future.
3. Offer Networking Training: Networking isn’t just for external career growth; it’s essential for internal mobility too. In her training on the SocialTalent platform for example, Dr. Bev Kaye emphasizes that “your reputation is built on the stories being told about you, which can either open or close a door.” Understanding how to network well and advocate for yourself is a vital skill when looking to push on in your career.
4. Help Employees Build Their Image: It’s not just about doing the work—it’s about being seen doing the work. Employees need to build a strong personal brand within the company. Managers can play a crucial role here by encouraging their teams to showcase their achievements and contributions, whether it’s presenting in meetings or taking on leadership roles in cross-departmental initiatives.
5. Leaders Need to Advocate: The PIE model makes it clear that decisions are made when you’re not in the room. That means employees need advocates—managers or mentors who are willing to speak up for them and champion their careers. This is where leaders must step up and ensure they are providing their team members with the necessary exposure to decision-makers.

It’s Time for a “High Exposure Culture”

We spend a lot of time talking about creating a high-performance culture. But maybe what we really need is a high exposure culture. It’s not just about hitting your targets or doing your job well. It’s about making sure people know who you are, what you’re capable of, and why you’re valuable to the organization.

Whether you’re looking at it from an individual career perspective or as a leader trying to boost internal mobility in your organization, the PIE model is a reminder that performance alone isn’t enough. If you want to succeed—and if you want your team to succeed—you need to focus on building both image and exposure.

As we see more organizations push internal mobility, let’s remember: skills-first hiring is just the beginning. The real magic happens when we help employees gain the exposure they need to thrive in their careers.

This article originally appeared in Johnny Campbell’s Talent Leadership Insights LinkedIn newsletter. Click here to subscribe!