Ground Truth | Beyond the Contract: A Conversation on Internal Mobility with Laurie Beatty

Change is a regular part of working in the government contracting industry. Contracts end, funding shifts, government shutdowns happen, and missions evolve. But for the people behind those contracts, those changes can bring very real questions about what comes next.

At RealmOne, we believe stability means being there for our employees through those uncertain moments - not just when things are going according to plan. Laurie Beatty, Director of Training and Mobility, sees that firsthand. She works closely with employees navigating career transitions, exploring new opportunities within RealmOne, and building the skills they need for what comes next.

We sat down with Laurie to talk about what stability looks like in practice, how RealmOne supports employees through times of uncertainty, and why a change in role or mission can sometimes lead to an unexpected opportunity for growth.

Q: In your words, what does "stability" mean?

LB: To me, stability means providing continuous employment, meaningful work, and opportunities for long-term career growth to all of our employees here at RealmOne. While contract transitions are sometimes part of that journey, stability is just as much about helping employees continue to develop where they are.

Q: How do internal mobility pathways help employees feel safe staying with RealmOne even when their immediate job changes?

LB: When employees know there are opportunities to transition internally, they feel more confident navigating periods of uncertainty. Instead of feeling like they are starting over when their role or contract changes, they understand there is a team invested in helping them identify their next opportunity. At RealmOne, our dedicated Mobility Team partners with employees and hiring managers to understand employee skills, experience, and career goals while identifying roles where they can continue to contribute and grow.

Internal mobility also goes hand in hand with continuous learning. By encouraging employees to build new skills and pursue certifications, our Mobility Team helps maintain and grow a workforce that is adaptable and ready to support the evolving needs of our customers.

Q: Do you have any training success stories that demonstrate how upskilling kept someone employed, confident, or able to pivot?

LB: One success story that stands out is a junior employee who was in a role designed to help him build foundational skills while also focusing heavily on his long-term career development. By taking advantage of his annual training benefit, he pursued several certifications that aligned with his career goals and helped position him for future opportunities. Through that commitment to continuous learning and skill development, he was able to successfully transition into a role that better matched his career aspirations.

Today, he is continuing to grow along his projected career path. His journey is a great example of how investing in your employees' development not only builds confidence and expands their opportunities but also helps retain talented people by giving them a clear path forward within the organization.

Q: Government shutdowns are another common occurrence in our industry. How does the Mobility Team assist employees during these periods?

LB: Employees experience a wide range of emotions during looming shutdowns, but the uncertainty is usually the most difficult part to navigate. Even when there's optimism that work will continue, the lack of clear answers can create ongoing stress. Employees worry about their financial security, career progression, and the impact on their families.

Others begin to question whether they've done something wrong or if their skills are still valued. While we can't always eliminate the uncertainty, we can help employees navigate it with greater confidence and remind them that they're not facing it alone. We work hard to keep open and honest conversations going between leadership and employees supporting the mission and often find temporary yet meaningful work opportunities for them during a shutdown.

Q: How do you personally approach supporting someone who is nervous about losing funding or facing mission uncertainty?

LB: I try to meet people where they are. Everyone responds to these situations differently, so my first priority is to listen and understand what's weighing on them. Sometimes people need factual information about what we know and what we don't. Other times, they simply need someone to acknowledge that their concerns are valid. I can't always change the outcome, but I can help people leave the conversation with a plan. If I've made someone feel heard, given them resources, or helped them see new possibilities, then I've done something meaningful.

Q: What's one story where you saw someone go through a challenging transition and come out stronger? What made the difference?

LB: I've seen this happen many times when an employee finds themselves in a challenging contract situation and needs to explore a new opportunity. In these moments, we partner closely with our hiring teams to identify roles that better align with the employee's skills, experience, and career goals.

What is rewarding is seeing those transitions result in a positive outcome - employees moving into new roles where they are thriving, their contributions are recognized, and both the team and customer benefit from the value they bring. Often, the difference is simply finding the right environment where an employee's strengths can shine. These experiences are a great reminder that a difficult contract situation does not define an employee's potential or value.

Sometimes, a change in role or mission is exactly what someone needs to grow, succeed, and continue building their career with the company.

Q: What makes RealmOne uniquely able to maintain employee continuity?

LB: Our goal is for employees to build a career at RealmOne; not just hold a position on a single contract. That long-term commitment to our people is what enables us to maintain continuity, even in an environment where change is constant. We have a strong culture of internal mobility, where leaders collaborate across programs to retain talent within the company whenever possible. That collaborative mindset, combined with ongoing training, certification opportunities, career coaching, and proactive workforce planning, helps employees remain engaged and prepared for whatever comes next.

Q: What skills or mindsets do you believe will matter most in navigating the future of national security work?

LB: I believe the employees who will be most successful in the future of national security work are those who embrace change and take ownership of their own growth. Technical skills will continue to be critical, especially as the mission evolves with advancements in areas like AI, cybersecurity, and automation, but the ability to learn and apply new knowledge will be just as important. The mindset of continuous learning is what separates a good employee from a great one.

Certifications, training, and new technical skills are important, but so are curiosity, resilience, communication, and the willingness to step outside of your comfort zone. The future belongs to those who see change as an opportunity rather than a disruption. As an organization, our responsibility is to provide the resources and support that allow employees to build confidence and prepare for what comes next.

At RealmOne, we're committed to helping our people build careers that can grow and evolve alongside the mission. Ready to find what's next? Explore our open opportunities and discover where your career at RealmOne could take you.