Spring is the perfect time to shake the dust off these areas of your mobility program to uncover the opportunities for savings and efficiencies hiding underneath!
With more than a quarter of assignees leaving their employer within two years of returning from an assignment, it's time to take a closer look at how to reinvent the repatriation process!
As consumers, we thrive on choice and customization, and we're willing to pay more for it. So, it's not surprising that your mobile talent want that same flexibility in their relocation programs.
A hot contender for the mobility industry word of the year: Flexibility! Could Managed Cap programs be the must-have solution to balance flexibility, cost containment and a great employee experience?
“What is the total average cost of a relocation?” --- Beware those who claim to have THE definitive response.
Some companies – particularly those within the energy and mining sectors – are struggling to craft incentives to motivate employees to work or accept assignments in remote locations. And I mean REALLY remote.
Our latest podcast features our quarterly look at current trends across the US real estate market and how they are impacting relocating employees and other buyers.
A magnetic relocation policy helps your company attract the talent you need while reducing turnover and recruiting costs.
Take a quick look at some of the current trends challenging corporate relocation mangers and impacting talent mobility spend.
The proliferation of electric cars begs the question: should you reimburse transferees and assignees for public battery charging fees?
Our latest NowCast examines the importance of building and program that supports the most diverse range of mobile employees, especially LGBTQ+ employees, and why it's good for your workforce and your company.
Not everyone's family fits a standard definition. Does your company's relocation policy acknowledge this?
Planning for group moves (which includes developing the proper strategy and policy) is the key to success and employee engagement.
Companies that don't have formal policies for employee-requested relocations or file them under the same policies as company-requested moves may be missing an opportunity.
As lockdowns and travel restrictions are gradually lifted, talent mobility is poised to fuel many reopening strategies.
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.
The next several weeks will be a crucial period for employers and workforce mobility managers in the European Union to develop a plan for when the global economy and borders begin to re-open.
With whispers of a possible global recession filling the air amid the Coronavirus pandemic, mobility managers are reviewing their mobility spend to ensure they're meeting the needs of the mobile workforce, as well as their organizational objectives.
Defining the perfect experience for your relocating employees often means finding the balance between empowering tech and seasoned guidance.
When most organizations think about cost of living, high housing costs come to mind but there are other costs beyond housing to consider when calculating cost of living.
We are constantly gathering research on flexible approaches on mobility to help companies understand how these provisions should be used, to link more effectively with the overall company and talent goals.
While lump sums have been common in domestic programs for some time, more organizations are discussing whether it is a viable option for international mobility programs.
We live in a digital world, where we have shifted from print to digital, newspapers to online, books to e-readers and everything in between. With the demand and fast-paced world we are all in, many agree that the simpler, the better.
Looking for ways to incorporate diversity and inclusion concepts into your global mobility planning to keep up with the needs of your expats?