Moving employees around the world—a demand of the modern workplace—isn’t easy. Piecemeal approaches and outdated tech just lead to headaches for your HR team and moving challenges for your employees. That’s where mobility services come in. Partnering with the right provider can speed up the process, create cost savings, and make moving as smooth as possible for your employees.
If you’re weighing investing in mobility services for your employees, here are three key considerations your new solution should meet:
1. Does the Mobility Service Responds to the Specific Talent Trends Affecting Your Company?
Not every workplace needs the same type of mobility service because not every workplace is moving employees in the same way—or for the same reasons. As you search for suitable solutions for your organization, be sure to consider whether your options address the larger trends affecting your specific workforce.
Two common trends that may affect you include:
- Travel-loving millennials: If many younger workers staff your workforce, mobility services are a must. More than most generations that came before them, millennials value flexibility and mobility at work. In fact, according to a survey by Deloitte, “opportunities for international travel” was one of the top 10 factors millennials considered when evaluating job opportunities. Can your mobility service support moves made by younger workers, not just the VIP relocation services for the C-suite? Responding to millennials’ needs can give you a big leg up in the workplace culture wars.
- Skilled labor shortage: If your organization relies on highly skilled workers, then you need a solution with robust support around immigration. Ultimately, countries around the world are experiencing a major skilled labor shortage and must look beyond their borders for top talent. According to global economic research organization The Conference Board, skilled labor shortages are currently exacerbated due to a number of issues, including retiring Baby Boomers and fallen labor productivity. These complex issues aren’t going to be resolved anytime soon, so the sooner you can adopt mobility services to help you relocate skilled talent, the better.
2. Pinpoint the Tech You Need to Succeed
Are you looking to fill the gaps in your own mobility efforts or yearning for an end-to-end solution? Mobility services also differ in how robust and automated their technology tools are. For the closest you can get to a “set it and forget it” solution (and who doesn’t want that?), ensure the solutions you’re considering come fully-loaded, so to speak.
Tech tools to consider include:
- Data and metrics reporting—bonus points for instant, real-time reports
- A centralized dashboard that acts as a command center (This will make your team’s lives so much easier.)
- Tax and immigration data tracking, so you can stay in compliance
In addition, consider how a mobility tech system can integrate into your existing tools. Can the mobility system integrate with your current payroll service, trusted payment processors, HRIS, and more? Choosing a system with integration capabilities eliminates redundancies, giving you way more bang for your buck.
3. Consider the Service from an Employee’s Perspective
You need a mobility service that makes life easier not only for your team but also your employees’. For a relocation that leaves employees feeling energized and ready to get back to work, instead of just plain frustrated, seek out a mobility solution that’s focused on delivering an exceptional employee experience. That means an easy-to-use employee-facing dashboard to cut down on confusion (and calls to your team). Mobility services that go the extra mile may also include on-call support and even counseling for relocating employees. Systems calibrated not just for cost savings but delivering a human touch understand that moving can be stressful, and so they work hard to minimize that stress.
The other thing employees want out of a mobility service? Flexibility. There’s nothing more frustrating than being presented with a long list of what’s included—and what’s not—in a move policy, and then trying to fit your needs into that predetermined list. Seek out services that allow you to offer your employees a flexible managed budget so they can use what they need so you don’t have to pay or budget for what they don’t.
What other problems are you looking for an employee mobility services solution to solve?