You’ve arranged the airplane tickets, rental home and new car for your mobile employees. But your job as a mobility manager isn’t done quite yet. It turns out that employees actually want a whole lot more out of the relocation process than an itinerary stating their flight time and new address.
That’s the latest discovery from our recent research paper that offers revealing insight from the perspectives of all of the key stakeholders in any relocation–from the employees being moved to the corporate managers and business unit leaders who are moving them. It’s a project that makes sense; after all, the more we know exactly what our clients and their mobile employees want out of a move, the better we can ensure the entire process is a sweeping success for all parties involved.
And while both companies/clients and mobile employees have a lot riding on a relocation, research shows that mobile employees are often the most vocal stakeholders. After all, they’re the ones packing up their bags, families and lives. And if they’re not happy with the process, their companies will be left grappling with frenetic employees obsessing over the relocation as opposed to focusing on their new role. And that’s a perfect recipe for soaring stress and plummeting productivity. Continue Reading →
The Right to Rent scheme, which requires landlords or agents in England and Wales to check immigration status of all prospective adult renters, came into force in May 2014. This scheme was put in place to tackle illegal immigration and protect public services and access to the private rented sector for lawful residents.
Earlier this month, the Home Office announced that as of 1 December 2016, Right to Rent checks are now mandatory and failure to conduct them will be a criminal, rather than a civil, offence.
That means that after the first of December, landlords could be charged with a criminal offence if they know, or have reasonable cause to believe, that they are letting to an illegal migrant. Moreover, landlords will be able to obtain a notice from the Home Office to end tenancies for occupants with no Right to Rent. Continue Reading →
We often hear that “nobody goes to college for a career in relocation.” In some ways it’s true; ours seems to be one of those industries that people find themselves building careers in without ever really planning to. One thing that may help change this, and raise mobility’s profile as a worthy vocation, is our summer intern program.
The idea for an intern program was suggested by our President, Dave Bencivengo, during his first Town Hall meeting of 2016 as a means of attracting, engaging and retaining talent. The idea caught the interest of Lindsey Cramer, Counselor in our Morris Plains office, who raised her hand to get involved.
“Along with a few other colleagues, I represented Weichert Workforce Mobility at a career fair at Seton Hall last year,” says Lindsey. “And a lot of students seemed genuinely interested in our business and wanted to know if we offered internships. When Dave mentioned it, it seemed a good time to revisit the topic and see what we could do.”
Once Dave greenlighted the idea, Lindsey assembled a team of colleagues representing different areas of the company to determine what a Weichert internship would look like and what areas of our business could provide the deepest engagement, and construct the program from the ground up. Continue Reading →
The report provides an outlook for workforce mobility trends affecting all industries, an analysis of such mobility hot topics as flexible programs and programs for millennials and a discussion of major challenges that could impact the deployment and management of mobile talent in the coming years.
Some of the most valuable insight in our survey comes from breaking down the results by industry. So for our latest infographic, we’ve pulled out some of the insight we collected from companies in the financial services sector. Here’s what they told us.
In my day-to-day work with clients and other multinational companies, I’m often asked how to balance cost savings with the additional administrative burden created by enforcing certain program provisions based on a case-by-case analysis.
Let’s take the application of a housing norm as an example. A housing norm is a differential that is applied when a company provides an allowance for housing in the host country, but also deducts a specific amount deemed to be reasonable and customary expenses of living accommodations. It is assumed that a person has the expense of shelter no matter where they live; hence, the term “norm” is used to describe the deduction taken from the housing allowance.
By the same reasoning, the expenses of the home country housing typically disappear when a person goes on assignment, because he or she will either sell or rent out their home, or the company will assume coverage of mortgage and other home country costs.
But what if an employee is unable to sell or rent his or her home and/or the company doesn’t cover the costs of managing the home country property? When does it make sense to have a housing norm as part of a global assignment policy and when is it simply not worth the administrative effort to implement?
In 2020, millennials–those born between 1980 and 2000–will represent 50% of the workforce. In 2025, they’ll represent a staggering 75%.
So it’s not surprising that our most recent educational webinar, Moving Millennials: Best Practices for Deploying Your Company’s Future Leaders, proved a popular session, attracting approximately 160 corporate workforce mobility professionals.
Underscoring the importance of this topic, attendees had a number of questions for our presenters at the conclusion of the program, and we received a record number of requests for the program slide deck. For those who may have missed it, you can access a recording of the webinar here.
Remaining compliant with international tax regulations and satisfying the global tax obligations of their mobile workforces pose significant challenges for most multinational corporations, and the stakes for non-compliance are getting higher. In an effort to address the need for an optimized global mobility tax solution, we are proud to announce the launch of Weichert Mobility Tax Services, Inc.
A wholly-owned tax subsidiary, Weichert Mobility Tax Services will offer a comprehensive suite of tax capabilities to our clients and their mobile employees, including tax preparation services for domestic and international assignees, tax advisory services and tax compliance services.
You can read the complete press release here.
This is just another example of how we’re changing the sourcing paradigm and moving closer to our vision of creating a true end-to-end mobility solution and delivering a more compelling value proposition.
Our annual Workforce Mobility Survey provides a comprehensive snapshot of the state of workforce mobility across North America. It’s designed to shed light on how organizations are leveraging workforce mobility to support talent management initiatives. It also gives organizations critical insight into emerging trends, best practices and demographic shifts that they can leverage to maximize the value and efficiency of their mobile workforce.
Our 2014 edition has recently been conducted and the results are being analyzed. In the meantime, I wanted to share some of the key findings from my initial read through the data:
Talent remains at a premium. “Talent Shortage” was ranked among the highest external (78%) and internal (60%) factors driving the need for a more agile workforce.
I was recently interviewed for an article on the topic of divorce for Mobility Magazine, and it occurred to me that in 20+ years working in the global mobility industry, I have never been asked to approach this question from a strategic viewpoint.
Sure, there have been the one-off situations that needed a customized resolution, but from a policy perspective, discussions of divorce and death are typically taboo or an after-thought. No one really wants to think about these possibilities when considering an assignment.
Nonetheless, it is a subject that needs to be addressed when one considers that the number of marriages ending in divorce in the USA still hovers around 50%. Certainly the stats alone validate the need to address the issue formally.
There are many complications to divorce in general, and especially when a relocation or international assignment is in process. Here are some important factors to consider:
Continue Reading →
There’s still time to add your voice to one of the industry’s premiere indicator of workforce mobility trends and best practices: Weichert’s annual mobility survey.
This year’s results will provide deep insight on such timely topics as domestic temporary assignments, flexible policies, capped programs and talent management, making it vital information for benchmarking your program against peer organizations and building a more competitive policy. By participating in our confidential survey, you’ll receive an advance copy of our findings.
We think it’s a valuable exercise for you and your company but don’t just take our word for it–check this video from our Director of Consulting: