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How do you align talent for global mobility?

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Global mobility is the ability of employees to move across different locations, functions, and cultures to support business goals and personal development. It can be a strategic advantage for organizations that want to leverage diverse talent, foster innovation, and expand their markets. However, aligning talent for global mobility requires careful planning, communication, and support from talent management professionals. In this article, you will learn how to:

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Hien Tran

Global Mobility Senior Manager at Global Expat Pay - Education: St. John's University, New York
Stefanos Livos

Talent Management at Amazon | Psychologist | Professional Performance Coach

1 Assess your talent needs

The first step is to identify the current and future talent needs of your organization in relation to your global strategy. You need to consider factors such as the skills, competencies, languages, and cultural awareness required for each role and location. You also need to evaluate the availability, readiness, and willingness of your existing talent pool to take on global assignments. You can use tools such as talent reviews, assessments, surveys, and analytics to gather and analyze data on your talent supply and demand.

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2 Define your mobility policies

The next step is to establish clear and consistent policies and guidelines for your global mobility program. You need to define the purpose, scope, duration, and types of mobility assignments that you offer, as well as the eligibility criteria, selection process, compensation, benefits, and tax implications for the employees. You also need to outline the roles and responsibilities of the stakeholders involved, such as the home and host managers, HR, and relocation providers. You should communicate your policies and expectations to your employees and managers and ensure that they are aligned with your organizational culture and values.

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Stefanos Livos

Talent Management at Amazon | Psychologist | Professional Performance Coach
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Make it easy for employees who are mobile. People appreciate a better salary, but they don't move just because of that if they have to deal with a series of problems. Dedicate teams to addressing tangible issues that mobile employees face, e.g. ending their rental contract early and facing a fine, moving their children to a new school mid-season, dealing with their tax returns in multiple locations, etc. And since you cannot scale personalized support for too long, create a network of other professionals who have gone through the same and are willing to share their experience.

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3 Develop your talent pipeline

The third step is to build a robust and diverse talent pipeline that can support your global mobility needs. You need to identify and nurture high-potential employees who have the skills, competencies, and aspirations to work in different locations and cultures. You can use methods such as career planning, mentoring, coaching, training, and exposure to provide them with opportunities to develop their global capabilities and readiness. You should also encourage and reward mobility as a career path and a learning experience for your employees.

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Stefanos Livos

Talent Management at Amazon | Psychologist | Professional Performance Coach
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Developing your talent pipeline for the future requires a mindset shift. For far too long, we have focused on retaining the top performers; now it is time to retain the top engagers. This requires understanding how important happiness and relationships at work are, and how they contribute to financial success. Talent development and management in the future will be less about training employees on skills and competencies, and more about revisiting overlooked human qualities, such as being mindful, curious, empathetic, etc.

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4 Manage your talent mobility

The fourth step is to manage the performance, engagement, and well-being of your mobile employees throughout their assignments. You need to provide them with adequate preparation, orientation, and support before, during, and after their relocation. You should also monitor their progress, feedback, and challenges and address any issues or concerns promptly. You should also recognize and celebrate their achievements and contributions and help them integrate back into their home or new roles.

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5 Evaluate your mobility outcomes

The final step is to measure and evaluate the impact and value of your global mobility program for your organization and your employees. You need to collect and analyze data on the outcomes and benefits of your mobility assignments, such as the business results, customer satisfaction, innovation, diversity, retention, and career progression of your mobile employees. You should also solicit and incorporate feedback and suggestions from your employees and managers to improve your mobility policies and practices.

Global mobility can be a powerful way to align talent with business objectives and personal goals. By following these steps, you can create a successful and sustainable global mobility program that attracts, develops, and retains your best talent.

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Hien Tran

Global Mobility Senior Manager at Global Expat Pay - Education: St. John's University, New York
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In my experience, to leverage global mobility and payroll data effectively, organisations should consider implementing a centralized platform for data management. It streamlines the collection, analysis, and interpretation of diverse metrics, enabling you to gain actionable insights into business results, innovation, diversity, retention, employee satisfaction and career progression. This consolidated approach enhances talent mobility management by facilitating informed decision-making and optimizing policies based on real-time feedback and suggestions from employees and managers.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Stefanos Livos

Talent Management at Amazon | Psychologist | Professional Performance Coach
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Mobility policies often focus too much on extrinsic rewards. A big house, a fancy car, and a generous salary are things that everyone will appreciate, but they have an expiration date. Employees get used to them, and then they expect more. What does not expire is the feeling that they work for an employer who sees and celebrates them for who they are. This requires knowing them as individuals, and gathering data on their motivators, values, and purpose.

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How do you align talent for global mobility?

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1 Assess your talent needs

2 Define your mobility policies

3 Develop your talent pipeline

4 Manage your talent mobility

5 Evaluate your mobility outcomes

6 Here’s what else to consider

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