Winston Churchill famously said “he who fails to plan is planning to fail" – a thought-provoking quote that applies to any mobility strategy. The planning stage of a relocation lays the foundation for its success. At the heart of this process is the development of a well-considered mobility policy that addresses a business’s full set of requirements. Failure to create a policy that’s fit for purpose will jeopardise the success of the move for assignees and the business they work for.
Creating and implementing a structured mobility policy helps to ensure consistency, limit risk exposure, reduce costs and mitigate compliance issues. Once in place, it will provide the framework for an organisation’s approach to mobility, including who they relocate, why they relocate them and how they execute the move.
So, let’s explore some of the key elements involved in creating an effective mobility policy.
Define the talent strategy
Leveraging global mobility as part of a talent strategy can add significant value to a business – from developing career goals and improving skill sets, to enhancing the employee experience and improving the efficiency of teams and departments. Once a business has a firm understanding of why they’re moving talent it can begin devising its mobility policy.
Understand the type of relocation(s) required
If a business plans on executing different types of assignments, it should write a policy that defines the benefits and allowances of each category. This might include a combination of commuter assignments, short-term assignments, long-term assignments and permanent transfers.
Align the policy with the company culture
A business’s company culture defines the environment it creates for employees. By referring to these benchmarks throughout the mobility policy development process, it will achieve the standards it has set, and the employees expect.
Avoid a one-size-fits-all approach
There isn’t a “one-size-fits-all” model when it comes to developing a mobility policy. No two companies have the same set of requirements; nor do employees from different demographics. While the seniority of each assignee will dictate the level of benefits being offered.
Review the policy
The dynamic nature of global mobility means businesses must adopt a proactive approach to reviewing policies. This will ensure they remain competitive and fit for purpose over time by addressing key challenges as they arise, such as controlling costs and ensuring compliance.
Implementation: how a London relocation specialist can help
Once a business has developed an effective mobility policy and provided measures to keep it relevant, it’s time to implement it. A London relocation specialist like Simply London can work closely with them to understand their requirements, as laid out in the policy. They can then use their knowledge and expertise to help them achieve their objectives by managing all aspects of a successful relocation on their – and their assignee’s – behalf – from immigration applications and HR support to destination services such as housing and school searches.
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