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| 1 minute read

What to consider when contemplating the future of work

In the mobility industry, we often find ourselves responding to what’s in front of us. But it’s good to balance that day-to-day reactivity with some forward-thinking strategy — it can help your team get that coveted “seat at the table.”

Of course, that’s a lot easier said than done. Those everyday challenges take up a lot of time, and even if you can spare a few moments for long-term planning and strategizing, how are you supposed to know what to focus on?

I found the article (and infographic) linked to below helpful in answering that last question. The article lays out five fairly straightforward priorities for developing your company’s “future of work” plan. While mobility leaders are responsible for a lot of things, ultimately, our industry’s overarching goal is to get the right people to the right places so that businesses can thrive. So thinking about the future of work makes a lot of sense when it comes time to map out mobility strategy.

I encourage you to review the full piece, but a few of the five items jumped out to me. Take a look at No. 2, talent planning. Hiring the right people is of course critical, but 55% of CFOs don’t feel very confident in their company’s ability to retain their top talent. Mobility can play a big role here — if you’re approaching your program strategically.

Item No. 4, employee experience, also jumps off the page. Chances are, your team has spent some time discussing the “experience” buzzword, but do you feel you’ve fully cracked this egg? As the article notes, “49% of CFOs do not feel confident in their company’s ability to manage employee well-being and morale.” This is another huge opportunity for mobility. For instance, amid the COVID-19 pandemic, an increasing number of workers are wanting to move to more affordable (and possibly less crowded) cities and work remotely. Supporting these “de-location” efforts could really meet employees where they are and provide a better work experience.

Take a look at these two priorities, as well as the other three on the list, and think about how your program might be able to shape the future of work at your organization.

It’s clear the Future of Work discussion isn’t happening in a bubble—these alternative workforce needs are simply speeding up the inevitable transition. Many companies only focus on two or three of the above priorities, but aligning all five will be crucial for the future of work.


future of work, talent management, hr, recruiting, retention strategy, global mobility, de-location, business strategy, employee experience