A corporate mobility program allows employees to move to various roles within a company in different (often global) locations. While studies suggest that workers are open to relocating to advance their careers, this article suggests employers may be behind in capitalizing on employees’ willingness to move.
While I haven’t had the opportunity to work in a role where I lived abroad long-term, I have had the unique privilege of traveling to different countries for work. I just returned from a trip to PeopleScout’s EMEA offices where I enjoyed spending time with our talented teams and seeing firsthand how the work performed in London, Bristol and Krakow supports PeopleScout’s global operations and clients.
This trip reminded me that the workforce is constantly evolving, and while a traditional office setting has its benefits, working in one location is no longer necessary to succeed in the changing global talent landscape. For example, I currently work in a remote home office, like many of the leaders at PeopleScout.
Remote work is viable and successful, as we’ve experienced at PeopleScout. It’s time employers shift focus from when and where work gets done to the quality of work — a point that stuck out to me in this article. With workers having more options than ever, remote work options and a thoughtful mobility program are essential to attracting and retaining top talent in today’s competitive market.
That’s not to say mobility programs are without their challenges, but this article offers some tips on how employers can successfully manage mobility in the growing global talent landscape.
Smith encouraged employers to seriously consider global mobility programs, even with the difficulties they could present: "The mobility of people and the fluidity of work is here to stay," Smith wrote, "and the global economy is predicated on this kind of movement. There are far more opportunities for growth and business expansion than there are concerns.