How to develop workforce mobility strategies

Building a resilient and adaptable team is a strategic imperative for any forward-thinking organisation. As business needs evolve, the ability to deploy talent where it's needed most becomes a significant competitive advantage. This is where a robust approach to workforce mobility comes into play, transforming how you manage and grow your company's workforce. It’s about more than just moving people around; it’s about creating a dynamic and engaged team ready for any challenge.

What is workforce mobility?

Workforce mobility refers to the movement of employees from one location to another, whether it's a different office, city, or country. It also encompasses movement within an organisation, such as promotions or shifts between departments. This concept has expanded to include flexible work arrangements, allowing employees to contribute from various settings.

The benefits of embracing workforce mobility

Implementing structured workforce mobility programs can deliver substantial returns for both employers and employees. Organisations that actively support movement often see improvements across several key areas.

For the business, the advantages include:

Enhanced agility: Quickly deploy talent to new markets, short-term projects, or areas with specific skill shortages.
Improved talent acquisition: A strong mobility program can be a powerful differentiator in the recruitment process, attracting top global talent.
Increased retention: Providing opportunities for career mobility and growth keeps employees engaged and loyal.
Reduced costs: Optimising office space and leveraging a mobile workforce can lead to significant savings.

For employees, the benefits are equally compelling, fostering job satisfaction and a better employee experience. These include:

Career development: Gaining new skills and experiences through different roles or long-term assignments accelerates professional growth.
Improved work-life balance: Flexible work options like remote work and virtual assignments allow for greater control over personal obligations and work hours.
New experiences: Relocating employees offers them the chance to experience different cultures and work environments.

Types of workforce mobility to consider

A comprehensive strategy incorporates various forms of mobility. The right mix will depend on your organisation's structure, goals, and the preferences of your mobile workers.

Internal mobility

This focuses on movement within the company. It’s a powerful tool for employee engagement and retention. Instead of looking externally, you promote from within, move staff between teams, or create secondment opportunities. This demonstrates a commitment to career development and helps retain valuable institutional knowledge.

Employee relocation

This is the traditional form of mobility, involving moving an employee from one location to another on a permanent or long-term basis. It is often used for filling senior roles, launching global operations, or moving key expertise to a new site. Successful employee relocation requires significant support, including relocation benefits like help with moving and cost-of-living adjustments.

Flexible and remote work

The rise of the mobile workforce has been accelerated by technology. Cloud computing and virtual tools now make remote work a viable and productive option. This can range from hybrid models, where employees split time between home and a coworking space, to fully remote roles. Offering flexible work helps attract talent from outside densely packed cities and can improve productivity.

Short-term and virtual assignments

Not all mobility needs to be permanent. Short-term assignments are an excellent way to address immediate business needs without the full expense of a permanent move. Virtual assignments take this a step further, allowing an employee to contribute to a project in a different location without physically moving, fostering collaboration across your global organisation.

Building an effective workforce mobility program

Creating a successful program requires careful planning and clear communication. It’s not just about logistics; it’s about creating a supportive framework that makes movement seamless and appealing.

Develop clear policies

Establish transparent guidelines for all types of mobility. Your policies should cover:

Eligibility criteria for different programs.
Details on relocation expenses and financial support.
Communication protocols for remote employees.
Expectations for virtual tools and mobile device usage.

Provide comprehensive support

Relocation can be a stressful experience. Offer robust mobility support to ease the transition. This might include help finding housing, cultural training for international moves, or assistance for an employee’s family. The goal is to manage the entire process, from initial offer to settling into the new work environment.

Leverage technology

Use cloud-based software and collaboration platforms to support your mobile work initiatives. These technologies are crucial for keeping remote teams connected, managing projects across different locations, and ensuring everyone has access to the resources they need. Workplace mobility is heavily reliant on a solid tech stack.

Foster a culture of mobility

Encourage managers to support job mobility and actively look for internal candidates to fill openings. A career mobility example could be a junior marketing coordinator moving into a product development role after expressing interest and receiving training. Promote success stories and highlight the benefits to the wider team. This helps build a culture where employees see a long-term future with the company.

Gather feedback

Regularly ask your team to provide feedback on their experiences. Understanding the challenges and successes of your current work arrangements will help you refine your approach. This continuous improvement loop ensures your program remains relevant and effective.

Paving the way for a dynamic future

A well-executed mobility strategy can unlock new opportunities for growth, enhance your recruitment efforts, and help you stay competitive. By investing in your people's development and providing them with diverse career paths, you create a powerful incentive to retain your best talent and grow with you.

At Hays, we understand the complexities of building a modern workforce. We connect organisations with the talent they need to thrive, whether it's for a local role or a global assignment.