We are beginning to witness a large shift in how business is done globally, and how employers must pay more attention and allocate more resources to talent acquisition and retention than ever before. “Hand raisers," as we like to call the employees who self-initiate their relocations, have become increasingly prevalent in the last few years when looking at the population of relocating employees.
Self-initiated relocations are encouraged in some corporations for career development, while other companies do not to offer as much support for these types of moves—especially if they’re not directly related to a business need. However, due to the up-and-coming phenomenon called the "gig economy," where temporary or project-based jobs are the norm, companies must react and may even need to restructure their relocation assistance in order to remain competitive in the workforce.
It's becoming evident that assistance for relocating employees is not as simple as it once was. Mobility programs are becoming increasingly more experience-centric with improved flexibility at the employee level. Large corporations have been integrating cafeteria-style packages to their programs, and we are starting to see a shift away from simple tiered policies.
Furthermore, when we look at the current state of the global economic, political and social climate, it’s apparent that employers must be flexible to the diverse needs of their employees. It’s difficult to say what the coming years will bring in terms of global changes, but there’s no denying that self-initiated moves among current employees will likely be on the rise in the foreseeable future.
Download your own copy of "Understanding Employee-Initiated Mobility."
“We expect the employees to have to have some skin in the game [personal investment in an undertaking] for these types of assignments, to encourage employees to have a commitment to the relocation. This is where the à la carte options come in. We need the employee to offer some element of responsibility for the move. There could be some option for the employee to contribute to housing in some way instead of Cisco covering all costs, for example..."