Workforce mobility

Building a flexible and adaptable team is essential for organisations aiming to thrive in a competitive landscape. As business needs shift, the ability to position talent where it’s most impactful becomes a key advantage. Workforce mobility is central to this, enabling organisations to manage and grow their company's workforce effectively.

What is workforce mobility?

Workforce mobility refers to the movement of employees within or across locations, whether that’s between offices, cities, or even countries. It also includes internal transitions, such as promotions or departmental shifts. With the rise of flexible work arrangements, workforce mobility now encompasses remote work and other adaptable setups, allowing employees to contribute from various environments.

The benefits of workforce mobility

Implementing structured mobility programs offers significant advantages for both organisations and employees. These benefits span agility, talent retention, and employee satisfaction.

For organisations:

Increased agility: Quickly deploy talent to new markets, short-term projects, or areas with specific skill gaps.
Stronger talent acquisition: Mobility programs can differentiate your organisation during the recruitment process, attracting top-tier talent from global organisations.
Improved retention: Offering career mobility opportunities keeps employees engaged and reduces turnover.
Cost efficiencies: Leveraging a mobile workforce and optimising office space can lead to financial savings.

For employees:

Career development: Exposure to new roles or assignments accelerates career growth and skill-building.
Work-life balance: Flexible work arrangements, such as remote work or virtual assignments, provide greater control over personal and professional commitments.
New experiences: Relocating employees gain exposure to different cultures, work environments, and professional challenges.

Types of workforce mobility

A comprehensive mobility strategy should include a mix of approaches tailored to organisational goals and employee preferences.

Internal mobility

This involves moving employees within the organisation, such as promotions, team transfers, or secondments. It’s a powerful way to retain talent, foster career development, and maintain institutional knowledge.

Employee relocation

Relocating employees to a new location, whether permanently or for the long term, is often used for senior roles or launching operations in new markets. Effective relocation requires robust support, including relocation benefits and cost-of-living adjustments.

Flexible and remote work

Technology has enabled a mobile workforce, with cloud-based tools making remote work more accessible. Flexible work arrangements, such as hybrid models or fully remote roles, attract talent from diverse locations and improve productivity.

Short-term and virtual assignments

Short-term projects address immediate business needs without the expense of permanent relocation. Virtual assignments allow employees to contribute to projects in different locations without physically moving, fostering collaboration across global organisations.

Building an effective employee mobility program

Creating a successful mobility program requires thoughtful planning, clear communication, and ongoing support.

Develop clear policies

Establish transparent guidelines covering:

Eligibility for mobility programs.
Financial support and relocation benefits.
Communication protocols for remote and mobile employees.
Expectations for using digital tools and mobile devices.

Provide comprehensive support

Relocating employees can face challenges, so offer mobility support to ease transitions. This could include housing assistance, cultural training, or family support. The aim is to ensure a smooth process from the initial offer to settling into the new role.

Leverage technology

Digital tools are essential for managing a distributed workforce. Cloud-based platforms enable seamless collaboration, support remote work, and ensure employees have access to necessary resources. These tools are vital for streamlining human resources operations and ensuring mobility programs run efficiently.

Foster a culture of mobility

Encourage managers to prioritise internal mobility and identify potential candidates for new roles. Highlight success stories, such as a career mobility example where an employee transitions to a new department after training. This builds a culture where employees see long-term opportunities within the organisation.

Gather feedback

Regularly seek input from employees about their mobility experiences. Understanding their challenges and successes helps refine your approach, ensuring the program remains effective and relevant.

Preparing for the future

A well-executed mobility strategy enhances organisational resilience, supports talent development, and helps businesses stay competitive. By investing in career development and offering diverse opportunities, organisations can improve retention and foster growth.

At Hays, we specialise in connecting organisations with the talent they need to succeed, whether for local roles or global assignments. Let us help you build a workforce ready for the future.