Whether you are moving employees domestically or international, for short or long-term assignments, having a mobility strategy in place in order to stay competitive in today’s tight labor market is important. Sending employees to other locations to help train teams, run programs, build the organization, or develop key skills is common. Mobility comes in many different sizes and shapes.
For some organizations, mobility is sending an employee on a two-year assignment to the Middle East to work with colleagues on a business plan. To other organizations, mobility is asking a manager to take frequent, short-term business trips to Europe to check the efficiency of a production plant. And still to others, mobility is moving an employee and their family to a different location within the US in order to lead a new business line. What is the definition of mobility within your organization?
No matter how your organization is moving people, having policies and practices in place that will benefit these employees and compensate them fairly for the move they make is important. Maintaining a competitive mobility program not only shows you value your employees but also helps you keep the talent you need.