This year, let's take some relocation cues from a pop sensation. Love her or hate her, you can't deny that Taylor Swift's approach to brand building is a masterclass in reinvention and connection. She's known for continuously asking, “what do I want to be known for?”
That's a question every mobility, talent, and HR leader should also be asking. I loved this article from HR Leadership which shared three important lessons that can be adapted for Global Mobility and Talent Management pros.
So if you're a leader in global mobility or talent management, it’s time to shake it off—shake off those outdated processes, that stale employee engagement plan, and the “we’ve always done it this way” mindset. Let’s face it, if Taylor Swift can transition from “Tim McGraw” to being the “Anti-Hero” (and a $2 billion global businesswoman in the process), then you can take a page from her playbook to revamp your mobility program.
Here's how:
1.) Make Key Stakeholders Feel Heard
- Taylor Swift’s fans—the "Swifties”—don’t just like her music. They feel seen. They know their idol listens, cares, and crafts relatable messages that leave them ready to take on the world (or at least Instagram). Her ability to connect makes every lyric feel like a direct DM from Taylor herself.
- A mobility leader's “stadium” might be a sea of cubicles or a grid of Zoom tiles, but the principle is the same. Your business partners and relocating employees need to feel heard. Want them to stay engaged? Start by listening—really listening. Set up feedback channels, do some deeper level qualitative interviews, build trust, and show them you’re not just hearing but acting on their concerns!
- Think of your role as creating the ultimate mobility mixtape: part leadership, part collaboration, and a whole lot of listening. Oh, and surround yourself with your own “advisors”—aka your work BFFs—who will help you make decisions as smooth as the bridge in the middle of “All Too Well.”
2.) Try New Things (Cue the Confetti Cannons):
- If there’s one thing Taylor Swift is not afraid of, it’s trying new things. Who else could re-record their entire music catalog, create merch that fans can’t stop buying, and make a concert film that dominates the box office? (Seriously, $261.6 million for a concert doc? That’s iconic). Don't forget she also self-published the Eras Tour Book, challenging existing norms in the publishing world.
- So, mobility leaders, why are you stuck in the “this is how we’ve always done it” era? Be bold. Experiment. Redesign your mobility programs, implement innovative solutions, find new benefits, and create flexibility that personalizes the experience for employees. Don’t fear failure. Fear being boring. Don't accept average, but seek the exceptional. The success of your talent program lies in your differentiators.
- Your job is to make your mobility program feel like the next big hit—where employees want to stay for the encore (or longer!)
3.) Lead with Empathy (and Maybe a Cardigan):
- Taylor isn’t just a pop icon; she’s a master of empathy. When tragedy struck at her Rio concert, she didn’t just post a corporate statement; she postponed shows, met with the grieving family, and ensured her team took accountability. That’s leading with heart—and mobility leaders can (and should) follow suit.
- Empathy in mobility isn’t just about sending out thoughtful emails or “welcome to your new home” cards. It’s about showing up for your new hires and existing employees when it matters most—whether that’s supporting their mental health and stress, offering flexible mobility benefit options, or championing their ability to make adjustments on the fly. Responding to what they need (and not what you need) is how your company builds a program that cares about your employees. And, by doing this, you also elevate inclusivity and belonging!
- A big part of Taylor's image is her philanthropy. She donates to libraries and food banks, helps fans pay off student loans, and backs sustainability initiatives. Likewise, global mobility can take the lead in making sure your talent programs are aligned to your company's values. Relocating should give employees another reason to say with a slight jaw drop, “I’m enchanted to work here.” Consider unique benefits, services, and service partners that align to your company's larger culture and goals.
According to her fans, Taylor Swift has built more than a music career—she’s built a movement. As a mobility leader, you have the same opportunity to create “move-ment” that's equally memorable. So, the next time you’re faced with a tough decision or a new challenge, ask yourself: What would Taylor do?
Would she settle for mediocrity? Absolutely not. She’d strategize, innovate, set a new standard, and probably drop an Easter egg or two while doing it. So do the same thing. Instead of going with what's been done in the past, find tools that give your employees control, lower your relocation costs, attract better talent, and boost employee engagement.
It’s time to take “Swift” action—because your mobility program deserves to be a masterpiece.
The good news is that Plus has already created a research-driven, benefit-rich answer to what employees quietly, deeply, truly want in their customized relocation experience. We also designed and built it to effectively manage cost and your mobility team's time so that it will save you money immediately. It's called Point C, and it makes the (already stale) Core-Flex policy approach look like a relic. You have been sitting on the sidelines long enough. Be the superstar that gets the credit for elevating your mobility program to an all-new world-class level.
Now go forth and lead like a fearless mobility trailblazer. The haters may hate, hate, hate, but you’ll be the one crafting a workplace culture that never goes out of style.