Making your mobility benefit portfolio more potent!

I know there is someone besides me out here trying to track the latest and greatest ideas being shared around our global mobility industry. One of the ways I do that "monitoring" is to preset searches that turn up mobility related articles (although some of those articles turn out to really be about transportation issues and solutions). While those articles describe the latest electrical vehicles or other new innovations in trains, planes and automobiles, occasionally I run into one that is really relevant to our world of talent mobility.

This article from Fleet Europe is a recent example. "The importance of flexibility for the employee experience, now and in the future", raises some very interesting points, particularly related to Gen Z, in the global mobility space. Here's a summary:

1. Gen Z want options, flexibility and autonomy. When it comes to transportation, they want, "flexible mobility options within a five-minute walk or that are accessible by their own bike or e-scooter with secured parking." They want to be able to make a quick decision and go.
2. Gen Z is cost conscious and doesn't like waste. Gen Zers want benefits that allow them to tailor to their needs and don't want offerings that are not applicable or relevant and generate waste - in terms of cost and actual pollution. They want choices that are "easy to use, fun, flexible and sustainable." They want to be able to target their resources to maximize the spend.
3. Benefit portfolios should be inclusive and expansive. Besides being able to choose from many possible options that enable them to move about, "employees want to be understood, empowered, provided with growth, rewarded, cared for, inspired and have a shared purpose." They want "grab and go" or "hop on and off" solutions that give them the freedom to make decisions and move quickly without negatively impacting the world when possible.

Just like in our talent mobility industry, the article highlights how "the world of mobility is changing." These insights above emerged through "voice of the customer" efforts (i.e. surveys and interviews). The article offers three great tips at the end for you to adapt and make relevant to our industry. They offer the following:

• Ensure you know who is going to use the mobility options and listen to those employees. Don’t ignore their opinions.
• Start with a variety of small-scale pilots. However, keep them simple and don’t overcomplicate with management requirements.
• Embed all the important parameters, such as cost, environmental impact and ease of use, to ensure a high level of employee satisfaction.

In this challenging talent and economic environment, you want the investment to be well utilized and to deliver on the goal of providing a great experience where the support was personalized, relevant and flexible. Let us know if you are looking for ideas on how to make your benefits portfolio (aka relocation policies) more potent!

Looking for ways to improve your mobility program? Try the following:

5 customer service trends for mobility to consider 

In this competitive talent market, experience is everything - especially for mobility 

Why talent mobility matters and can make a difference for your company