Busting Myths Around Flexible Mobility Programs.
Every day, mobility is like a game of life. Perhaps this is why so many of us are drawn to this never-ending-new-things-to-do sector. We're always encouraged to think on our feet, which I believe prepares us to be more nimble in other facets of our life.
And adaptability is in great demand these days, especially when it comes to policy. Everyone is interested in learning more about flexible mobility programmes and how to implement them.
Few of the top reasons for companies to embrace flexibility are :
According to a recent survey, just 35% of employers provide some type of choice in their programmes. But, both our clients and prospects have several queries. This indicates a need for greater information and help on designing and maintaining these sorts of initiatives successfully.
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So, what are businesses looking for, and why are they hesitant to embrace flexibility today? These are the pressing questions.
Core Flex is all about Cost Saving – Less than 1 in 10 organisations, in fact, use core flex to cut expenses. These solutions are increasingly being used to better address employee demands and provide a more personalised relocation experience.
Difficulties in administering Core Flex Programs – Flexible choices are easy to comprehend and pick by employees, their managers, or the global mobility team when time and attention are spent on decision-making around the choice and flex components, as well as the right technology to support this structure. The simplicity of use and administration are determined by how the firm configures the software and the level of communication between stakeholders. Combining a flexible programme with intuitive, purpose-built technology, can be the key to creating a seamless exception management process while also providing real-time cost tracking and budget management capabilities.
Inequities and Flexible programs – Some flexible programmes give some employees more options than others, but everyone's needs are different, so where one employee may choose career support for an accompanying spouse or partner, another employee may not require this benefit and may instead choose an additional return home trip to complete personal estate planning before the final move. A wide body of research indicates that increasing flexibility makes programmes more inclusive in general; this implies that a greater demography of workers may obtain the assistance they need to accept mobility assignments and launch their careers to leadership roles.
Interem believes in creating a successful flexible or choice programme that is a good match for your firm will also be heavily influenced by your organization's culture as well as the specific demands and demographics of your mobile workforce. Spending sufficient time in preparation – and communication – will pay benefits in the form of a well-oiled programme that satisfies all of your goals straight away.