In this article, we will explore the best practices for implementing a global mobility strategy, an initiative that is complex and involves various projects but holds great potential to attract top talent, enhance diversity, and adapt to evolving work preferences, driving competitive advantage in a dynamic market.
When implementing a global mobility program aligned with the demands of today’s workforce, a company can reap several benefits:
Global expansion driven by talent: providing career paths that involve different locations or business units increases the talent pool and allows for the attraction and retention of resilient individuals with a global and ambitious profile who understand the business, face challenges, and drive overall business results.
Diversity and innovation as growth drivers: the meeting of different cultures within the organization promotes collaboration and the sharing of knowledge among people with different perspectives, which increases the potential for innovation and develops more well-rounded leaders.
Global mobility in the age of remote work
The dynamics of the labor market have undergone radical changes in recent years, propelled by advancements in technology and the forced shift to remote work due to the pandemic, as well as the increasing presence of Generation Z in the workforce.
These changes are linked to how people perceive their jobs and their career expectations and they can impact the effectiveness of your global mobility strategy. Here are some data points that help paint this picture:
A flexible work life
This Gartner study shows that people want more flexibility than their organizations currently offer, and that embracing flexibility pays off. When organizations provide flexibility, the percentage of high-performing employees increases by 40%. In the same report, sixty percent of employees stated they expect to work remotely at least once a week, compared to only 38% who did so before the pandemic.
Even companies that operate very physical businesses, such as manufacturing industries, will have their strategies impacted by the growing volume of work done virtually, changing some of the characteristics and guidelines of effective global mobility, such as the cost and duration of assignments.
Is ambition waning?
Yes, but in the traditional corporate ladder format. While some articles suggest a decline in interest among Generation Z professionals in occupying C-level positions, others indicate that this generation is indeed ambitious, but unwilling to sacrifice quality of life and mental health.
Thirst for diversity
According to a Manpower analysis of workforce trends, 68% of Generation Z workers are dissatisfied with their organizations’ progress in creating a diverse and inclusive work environment, and a solid global mobility initiative might be a driver for a more diverse workforce.
Global Mobility Strategy Template
Ensuring a future-proof global mobility plan that reflects new dynamics and people’s evolving relationship with work will result in a program that attracts the top talent needed for the company’s future on a global scale.
Vision and Goals
In this phase, you will define the main goals, scope, and expected outcomes of your global mobility strategy.
- Key regions and roles: Identify the key regions and types of roles affected by the strategy.
- Expected outcomes: Specify the main expected outcomes, such as increased talent acquisition, implementation of best practices, innovation, enhanced diversity, fill skill gaps, and improved global presence.
Policy Framework
Now you need to plan standardized, transparent policies and procedures for global mobility, ensuring consistency across all locations and remote work specifics.
- Relocation guidelines: Define guidelines for relocating employees, including financial support, housing, logistics, remote work policies, work permits, and visas.
- Eligibility: Clear criteria for selecting employees eligible for global mobility.
- Tax and legal compliance: Address tax and legal compliance needs, considering local laws and regulations in all operating regions.
Operational Plan
In this section, you will detail the specifics of how the program will operate behind the scenes.
- Responsibility assignment: Identify the HR team members responsible for supporting the global mobility initiatives.
- Process mapping: Determine which new processes need to be mapped and how existing processes will connect to the strategy, such as application, approval, and result tracking.
- Technology and tools: Identify the additional technology and tools needed to manage global mobility effectively.
- Policy adaptation: Assess and implement necessary adaptations to policies and practices to accommodate remote and mobile employees.
Budget and Resources
Now that you have an operational plan, it’s time to prepare a comprehensive budget that includes all potential expenses, such as relocation costs, housing, travel, and training.
- Budget requirements: Determine the budget needed to implement the different aspects of the strategy. This should include relocation costs, technology investments, and training programs.
Communication Plan
Develop a communication plan targeted at employees and leaders, including regular updates, training sessions, and feedback channels.
- Program promotion: Determine how the program will be promoted to employees through town halls, webinars, emails, and training sessions. See 23 ways to promote programs for employees.
- External promotion: Decide if and how the global mobility strategy will be publicized to attract potential candidates and enhance employer branding through LinkedIn posts and mentions in job openings.
Risk Management
A comprehensive initiative like this requires a thorough risk assessment and a plan to mitigate them.
- Identify potential risks: Determine the potential risks associated with the program, such as political instability, upcoming changes in labor laws, and compliance issues.
- Remote work specifics: Consider specific aspects related to remote work that can create complex tax situations for both employees and the company, such as double taxation or non-compliance with local tax laws.
- Mitigation strategies: Develop strategies to mitigate these risks effectively.
Monitoring and Evaluation
Set specific, measurable, achievable, relevant, and time-bound (SMART) goals to guide your strategy, and define the key performance indicators (KPIs) that will indicate if your strategy is working.
- Identify KPIs: Determine the KPIs to measure the success of the strategy, such as employee satisfaction, retention rates, and diversity metrics.
- Review and update schedule: Establish a schedule for reviewing and updating the strategy based on feedback and performance data.
Implementation Timeline
Develop a detailed implementation plan with a phased approach, clear timelines, and defined milestones.
- Phases and milestones: Outline the phases of the project with specific milestones and deadlines.
- Project management: Assign responsibilities for managing the project, overseeing the implementation process, and ensuring adherence to the timeline.
Documents and Content
Compile a list of all the resources required to launch and maintain the program.
- Necessary documents: Identify the documents necessary for the program, such as templates, forms, FAQs, policy documents, and checklists.
- Content creation: Determine what pieces of content need to be created, such as landing pages, one-pagers, and emails.
7 Best Practices for a Future-Proof Global Mobility Strategy
- Engage leadership early: Highlight the strategic benefits of global mobility to gain buy-in from leadership and allocate necessary resources.
- Conduct skills mapping: Identify critical competencies needed in different markets through skills mapping.
- Start with a pilot program: Test your strategy on a smaller scale with a pilot program before a full rollout.
- Include cross-cultural communication: Integrate cross-cultural communication and language training programs into your training offerings to enhance adaptability and effective communication in diverse teams.
- Create continuous feedback mechanisms: Establish mechanisms for continuous feedback from relocated and remote employees to promptly identify issues and improve the strategy.
- Collaborate with experts: Work with legal, tax, and immigration experts to navigate complex regulations and ensure compliance.
- Share success stories: Inspire others and showcase the benefits of the strategy by sharing success stories of globally mobile employees.
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