Global Mobility Solutions

📈 What are the best practices for global mobility teams to optimize their programs during times of rapid business growth?    Many businesses are poised for rapid growth and global expansion in 2024, which will place new demands on global mobility teams and elevate the need for global immigration support.    Here are five key areas I recommend global mobility teams assess as we head into a new year:    🔑 Audit Your Communications Systems: Look at how your team is communicating with stakeholders and foreign nationals. Is email overwhelm setting in resulting in frustration on both sides? Are there areas where miscommunications are common? Address issues and put better communication systems in place now to prevent issues from growing exponentially alongside your increased global immigration cases.     🔑 Reinforce Your Global Immigration Assessment Pipeline: Ensure your processes for assessing the viability of new hires and transfers can handle the expected volume.     🔑 Forecast Compliance Needs: Learn about key immigration compliance requirements in countries and regions targeted for growth in advance to avoid penalties.     🔑 Prioritize Employee Experience: Collaborate closely with your vendors to understand the experience your employees are having and enhance it.     🔑 Establish a Feedback Loop: Organize a feedback mechanism so your team is aware of issues and can make necessary adjustments promptly.     Addressing these five areas in Q1 will set a solid foundation for your program for the rest of the year and save you from headaches in Q2, Q3, and Q4.     What other challenges are global mobility teams facing during times of business growth? I'm eager to hear your thoughts! DM me with your insights. 🌐🌱 #GlobalMobility #BusinessGrowth #HRStrategies" 

𝗪𝗵𝘆 𝟴𝟬% 𝗼𝗳 𝗔𝗹𝗹 𝗠𝗼𝗯𝗶𝗹𝗶𝘁𝘆 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀 𝗙𝗮𝗶𝗹 – 𝗔𝗻𝗱 𝗛𝗼𝘄 𝗬𝗼𝘂 𝗖𝗮𝗻 𝗕𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗧𝗼𝗽 𝟮𝟬% Let’s face it: Most global mobility programs underdeliver. They drain budgets, frustrate employees, and fail to drive real business value. Yet a select few organizations crack the code—turning mobility into a strategic advantage. Here’s why most programs fail: 1️⃣ Misalignment with business goals – Mobility treated as a transactional process, not a talent strategy. 2️⃣ Poor candidate selection – Sending the wrong people for the wrong reasons. 3️⃣ Lack of employee experience focus – Ignoring cultural integration, family support, and career pathing. 4️⃣ Overcomplicated processes – Bureaucracy that slows down decisions and frustrates stakeholders. How to join the 20% who succeed: ✔ Tie mobility to business outcomes – Align assignments with leadership pipelines and market expansion. ✔ Curate, not just relocate – Select high-potential employees with the agility to thrive abroad. ✔ Invest in the human side – Provide robust support (cultural training, spouse assistance, mental health). ✔ Streamline with tech & data – Use analytics to track ROI and AI to simplify admin burdens. The question isn’t whether mobility is worth it—it’s how you make it work. Are you ready to move from compliance-driven to competitive advantage?

Most companies treat global mobility like a cost center. The best teams treat it like a growth engine. If you’re only tracking spend, you’re missing the bigger picture. Here’s a simple framework to track real ROI: 📈 Retention uplift → e.g., Are internationally mobile employees staying longer? ⚡ Speed-to-productivity → e.g., How quickly do relocated or transferred employees ramp up compared to new external hires? 🌍 Global project impact → e.g., How much faster or better are global initiatives because the right talent was deployed? 🎯 Talent pipeline expansion → e.g., Are international hires or relocations filling critical skill gaps faster than open market recruiting? 🚀 Leadership development rates → e.g., How many mobility moves lead to leadership promotions within 18–24 months? Mobility isn’t just an operational function — it’s a strategic advantage.

💡 We asked over 500 HR/Global Mobility leaders about trends in cross-border employment and employee mobility, so that you don't have to💡 No other report covers the topics of business travel, workations, commuters, matrix managers, expats, virtual assignees, and remote workers in such depth. • It offers deep dives into business travel trends and compliance challenges • It discusses the most commonly used work-from-anywhere policies and practices • It gives insights from many experts in the industry Find the link to the full 30-page in the comments. Sincere thanks to Līva Bileskalne who led the creation of the report and thanks to all the contributors👏 : Christine Kraft, Daniel Zinner, Frank Jura, Dr. Jonas Jacobsen, Paul Bennett and many of our colleagues (incl. Martina Menghi, Dorothee Schweigard, Anna Luisa Grebe and Cara Benecke) #GlobalMobility #CrossBorder #HR #Compliance #workations #BusinessTravel