• MSI Marketing

How can creating a Global Mobility Value Proposition support your employee's career goals?

Updated: Jul 25

This Article Is Authored By MSI Global Talent Solutions


As employee expectations evolve, Mobility remains a driver to gain experience and broaden careers.

While Mobility continues to manage a multitude of global government and pandemic-related obstacles, it remains high on the list of tools used by companies to achieve their global expansion goals and boost their market share. Leadership recognizes the value of employees developing global business acumen and cultural adaptability as they focus on stabilizing leadership pipelines and increasing talent development.


Mobility Remains Center Stage

It is no surprise that the pandemic has caused employee expectations to change. Yet employees continue to see Mobility as a critical opportunity to gain experience and broaden careers.

The six components above are examples; you will have intrinsic expectations within your company. What is important is understanding the gaps between your employee expectations and what your company believes it is providing.


Creating a Global Mobility Value Proposition

Companies typically have Employer Value Propositions. But what about a Global Mobility Value Proposition? It aligns your Mobility Program to your employees’ expectations while delivering on business and HR goals.


Your talent is looking to Mobility as an enabler to grow and strengthen their careers. Whether consciously designed or not, your Global Mobility Program has a ‘Brand.’ (Be careful that your ‘Brand’ is what you need it to be!) The Global Mobility Value Proposition stems from there:

  • A Global Mobility Brand describes internal and external people’s perceptions of your Global Mobility Program.

  • A Global Mobility Value Proposition defines how you would like to be perceived.

  • This perception reaches a broad audience: clients, employees, cross-functional teams, new hires, recruits, and supply partners.

  • Clear articulation of your Global Mobility Value Proposition will support employee retention and talent acquisition.

Without this triad, companies will manage Mobility as a cost, not an investment.


Assessing Current State

  • How well does your Mobility Program live up to your employees’ expectations?

  • Is your Mobility team prepared to manage the ocean of obstacles when your employees dive from the ‘known’ into the ‘unknown?’

Think about the cross-functional teams that must ensure strategy, compliance, and operations are effectively managed, regardless of which policy is used. Each function touches the ‘assignee,’ directly or indirectly. The collective goal is to ensure the end user (the individual/family moving) has an outstanding Customer Experience (CX).


While Mobility continues to manage a multitude of global government and pandemic-related obstacles, it remains high on the list of tools used by companies to achieve their global expansion goals and boost their market share. Leadership recognizes the value of employees developing global business acumen and cultural adaptability as they focus on stabilizing leadership pipelines and increasing talent development.


Mobility Remains Center Stage

It is no surprise that the pandemic has caused employee expectations to change. Yet employees continue to see Mobility as a critical opportunity to gain experience and broaden careers.

The six components above are examples; you will have intrinsic expectations within your company. What is important is understanding the gaps between your employee expectations and what your company believes it is providing.


Creating a Global Mobility Value Proposition

Companies typically have Employer Value Propositions. But what about a Global Mobility Value Proposition? It aligns your Mobility Program to your employees’ expectations while delivering on business and HR goals.


Your talent is looking to Mobility as an enabler to grow and strengthen their careers. Whether consciously designed or not, your Global Mobility Program has a ‘Brand.’ (Be careful that your ‘Brand’ is what you need it to be!) The Global Mobility Value Proposition stems from there:

  • A Global Mobility Brand describes internal and external people’s perceptions of your Global Mobility Program.

  • A Global Mobility Value Proposition defines how you would like to be perceived.

  • This perception reaches a broad audience: clients, employees, cross-functional teams, new hires, recruits, and supply partners.

  • Clear articulation of your Global Mobility Value Proposition will support employee retention and talent acquisition.

Without this triad, companies will manage Mobility as a cost, not an investment.


Assessing Current State

  • How well does your Mobility Program live up to your employees’ expectations?

  • Is your Mobility team prepared to manage the ocean of obstacles when your employees dive from the ‘known’ into the ‘unknown?’

Think about the cross-functional teams that must ensure strategy, compliance, and operations are effectively managed, regardless of which policy is used. Each function touches the ‘assignee,’ directly or indirectly. The collective goal is to ensure the end user (the individual/family moving) has an outstanding Customer Experience (CX).


Your cross-functional Global Mobility Team is accountable for the talent you move – to safeguard your investment – so you can realize your business results and growth and achieve your talent goals.


The Significance of ‘Ready Now’

Your Global Mobility Value Proposition should recognize and involve:

  • Company Culture and Values

  • Focus on employee engagement

  • Ensure effective Manager style and commitment

  • Clarity of communication from all stakeholders

  • Risk Management and Assessments

  • Expanded strategic requirements due to pandemic

  • Legal and Fiscal Compliance

  • Increasingly complex requirements and regulations

  • Flexible work arrangements becoming the norm

  • Work from anywhere programs on the rise

  • Business travelers coming into play

  • Globally and domestically distributed workforce

  • Multiple locations including homes and satellite offices

  • Provides companies flexibility

  • Increases company resiliency and diversity

Being ‘Ready Now’ has cultivated an important trend in Global Mobility. While policy flexibility is critical for business sustainability, it is imperative to increase the scope of Global Mobility expertise. Risk management and compliance play an ever-changing, increasingly key role. With a more distributed workforce, legal and fiscal compliance is paramount in making any mobility decision. Understanding the significance of compliance will help you with managing employee expectations.


For more information, please contact MSI – at info@msigts.com

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