COVID has impacted everyone, but mobile employees are particularly prone to greater stress levels that can impact well-being and require a wellness plan.
As the perfect storm of COVID, Brexit and global travel/shipping restrictions continues to challenge talent mobility in the UK, the need for ongoing communication, agile service delivery and alternative approaches increases.
Proud to be a part of an initiative designed to spark interest in workforce mobility and fuel our industry with new talent for years to come. Quite frankly, it's an effort that's long overdue.
Recent events from this past summer have sparked self-reflection across companies, resulting in a call for increased caring and compassion for our fellow colleagues and a desire to better understand and appreciate each other.
Protecting our environment is not a business issue, it's a human issue. And it has become an increasingly important topic within the workforce mobility industry.
The packing, shipping and storage of a mobile employee's household goods involves a lot of moving parts. Here's how some things have changed during the pandemic.
To assess the ways workforce mobility has changed since the pandemic, we interviewed experts from around the industry about the things they've learned about work, family and themselves during this odd and uncertain time.
Weichert Workforce Mobility is proud to renew our partnership with Move For Hunger, and to continue to support their efforts to fight hunger and reduce food waste.
In part three of our blog series on virtual assignments, we examine this issue from perhaps the most important perspective: the corporate mobility manager's.
No trends data, no sales pitch. Just a simple story to remind us that sometimes, even in the most impossible circumstances, happy endings are possible.
Companies that don't include the mobility function in candidate selection do so at their own risk, and most hiring managers still need to be educated and made aware of the power of diverse and inclusive teams.
As companies consider virtual assignments they may be overlooking serious tax and duty of care implications that can undermine even their best laid plans.
While virtual global assignments remain a hot topic of conversation, many companies have at least acknowledged that they offer a pale substitute for the real thing.
Each month, in our Mobility Rising series, we are showcasing future leaders across our colleagues base around the world, as they share their passion for mobility, how they thrive in their careers, and how they drive our industry forward!
Building a great corporate relocation program begins with understanding the wants and needs of the various stakeholders in your company. In this post, we examine mobility through Talent Development's eyes.
Most workforce mobility policies are designed to manage the relocation of a nuclear family to destinations where they may easily adapt. But today’s assignee population includes a wider range of genders, ethnicities, needs and abilities, all requiring non-traditional support to thrive on an international transfer or assignment.
It’s been several months since the pandemic surrounding COVID-19 did what would have seemed almost impossible before 2020: It ceased mobility and travel on a global basis for an extended period of time.
Hear from one of our Relocation Consultants in our EMEA office on how she explains the global mobility industry and its moving parts to those who haven't heard of it.