Written by Christophe Quancard, Global Mobility Client Service Delivery Leader, Gallagher
Remote work has fundamentally transformed the landscape of employment, particularly in the realm of global mobility (GM).
Far from diminishing its significance, remote work is poised to amplify the importance and scale of GM. The ability to collaborate on international teams and projects is encouraging professionals and organizations to explore opportunities across the globe, fostering a dynamic environment for business and professional growth. Despite current governmental forces around the world pushing against globalization, the trend of reshoring will likely coexist with increased global mobility. As supply chains evolve, the demand for GM will persist, serving as a strategic lever for organizational success.
Unique differentiator to essential component of career development
Over the past 30 years, global experience has transitioned from being a unique differentiator on a CV to an essential component of career development. Employees across organizations of all types and scale now expect international exposure and experience as part of their career trajectory. Consequently, employers must integrate this expectation into their brand identity. Beyond career advancement and skill enhancement, employees view international opportunities as a means of personal growth, enriching their life experiences beyond the confines of the workplace.
As project teams become increasingly global, requiring diverse skill sets, organizations must tap into talent across their international networks and devise solutions that facilitate global collaboration. While team members may primarily work from their home countries, the ability to temporarily relocate them for critical jobs or projects can be invaluable.
Although people truly seek more global work, balancing the desire for international experience with personal commitments and team dynamics presents challenges. Employees may be reluctant to leave their families and networks for extended periods, and home teams may hesitate to release valuable members. Regardless of assignment type and duration, employee experience, family satisfaction and employee retention are becoming central to effective GM management, even for short term deployments. Offering well designed international gigs that provide CV-boosting global exposure and foster camaraderie with colleagues worldwide can optimize resource utilization while strengthening organizational culture and employee retention.
The right people, in the right place, at the right time - the right way
The evolution of global and flexible careers does not require people to settle for contract or temporary cross-border work. Organizations can enhance their employer brand and optimize their global workforce by leveraging international gig job boards and use global mobility programs as strategic tools to align employee experience with business priorities. By matching the right skills to the right projects and locations, regardless of geographical constraints, organizations can embrace a future of mobility characterized by flexible careers that allow employees to learn and grow globally without severing ties to their home base.
Organizations that adeptly align skills and employee experiences on a global scale will not only retain talent but also enhance their brand, culture, and project team effectiveness. The future of work transcends traditional boundaries. It is neither strictly remote nor in-person. Neither exclusively full-time nor part-time. We are entering an era where work is flexible and self-directed. To fully capitalize on these trends, organizations should embed mobility into the core of their employee experience, making it a foundational step in addressing business challenges and employee experience. A unified global workforce, adaptable to various roles and environments, will render mobility commonplace, transparent, and easily navigable for both employees and business leaders. This approach will sustain global careers and instil confidence in employees, encouraging loyalty to the organization amidst widespread skill shortages.
To realize this vision, we must integrate this perspective into the mobility tools and programs of the future. Flexibility for both businesses and employees will position mobility as a pivotal element in the organizational landscape. Just as we seamlessly order an Uber or book an Airbnb today, in the future, employees will effortlessly engage with global opportunities, manage relocations, and ensure compliance through streamlined, app-based experiences. This will empower them to navigate their careers and achieve their goals while consistently delivering value to their organizations.
The future is global, characterized by movement and flexibility
Embracing this paradigm will unlock unprecedented opportunities for growth and innovation in the world of work. At Gallagher Multinational Benefits & Mobility, we focus on using technology as a lever to deliver people first mobility customized for our clients and their employees’ unique needs. We use tools designed to boost our team's effectiveness and value in every moment of the mobility journey.
RES Forum research
This piece was written for the RES Forum research paper Vision 2030 – the future of talent mobility. As well as being a comprehensive industry-led piece of research, the paper also explores three potential visions of life and work in half a decade’s time. These scenarios were created following numerous conversations and represent our best estimate of what it might be like to live and work in 2030. In response to these visions, we gathered a selection of perspectives from across the RES Forum community. Download the full paper, here.
Gallagher
As part of Gallagher Multinational Benefits and HR Consulting, our Global Mobility advisory teams are specialists, who can help clients translate intent into practice, by simplifying the complex, fast moving, costly and time-consuming world of Global Mobility. We work with our clients to identify opportunities for implementing the most practical approach for their company when redefining and developing agile strategies.
