An interesting article in Personnel Today challenges the conventional methods of a "one-size-fits-all" approach to global mobility support. A bespoke approach to global mobility has been loosely defined as creating global mobility programs customized to the individual on the assignment, and delivered before, during and after an expat assignment. The author provided the example that families may have different healthcare needs than an expat travelling alone does.
This concept aligns very well with our belief at Plus that understanding the needs, concerns and personas of each relocating employee is critical to relocation success, as well as a positive employee experience.
With global mobility increasing, research shows the need for employers to look at the individual needs of staff to ensure wellbeing, says John Kaye of Cigna Global Health Benefits.
In a global marketplace, businesses increasingly need their employees to be more mobile, taking on both short and long-term assignments in new territories that may be very different to what they are used to at home.
Research from consultancy PricewaterhouseCoopers reveals that the number of employees working outside their home market has increased by 25% over the past decade, and predicts a further 50% growth in mobile staff by 2020. However, to perform at their best, these employees need to feel protected and supported as they adjust to their new roles in unfamiliar surroundings – and a one-size-fits-all approach to the globally mobile workforce is unlikely to be enough.
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