Hybrid work models and flexibility
It’s no surprise that the trends in remote and hybrid working continue following the COVID-19 pandemic. As of this year, in fact, - meaning that almost half of the workforce is moving away from traditional working models. This trend impacts global mobility, as employees might choose to work remotely from different countries, blurring the lines between international assignments and remote work.
Technology continues to play a pivotal role in global mobility. Virtual onboarding, digital document verification, and data analytics are streamlining the relocation process, making it easier than ever to transition seamlessly to another working location.
A focus on mental wellbeing
Global mobility can be challenging for employees and their families for a variety of reasons. However, the days of simply relocating to a new location with no support are gone - companies are increasingly recognising the importance of for these employees. Providing access to counseling, support groups, and resources for mental wellbeing is becoming standard practice for many organisations.
Sustainability and climate concerns
The effects of climate change are top of mind for everyone, and organisations should be taking note. related to employee relocations, such as virtual meetings instead of physical travel. This may mean a reduction in global mobility overall in the future, or focusing on relocations closer to home rather than in long-haul destinations.
Short-term and project-based assignments
With such a focus on easing the mental load of relocation, many companies are now supplementing long-term assignments with short-term or project-based ones. This allows businesses to respond quickly to market demands while offering employees diverse experiences without the commitment of long-term relocation.
A focus on diversity and inclusion
Businesses are prioritising diversity and inclusion in global mobility, just as they do in every department and operation. Companies should ensure that relocation opportunities are available to a diverse range of employees, including underrepresented groups.
Instead of relocating employees completely, businesses are increasingly exploring talent localisation i.e hiring local talent in their chosen locations. This reduces costs and challenges associated with expatriate assignments, and gives more opportunities to those in host countries.
Changing immigration regulations
Cultural competence is essential in global mobility. Employees may move to a location with completely new cultural languages and norms. Organisations are now investing in cross-cultural training to help employees navigate new environments and work harmoniously with local colleagues.