What to Do When Your Mobility Management Needs Change

Mobility Management Needs

Needs change.  We see this happening within the global mobility industry all the time.  Companies either outgrow their current mobility management needs, or find that their current mobility program no longer supports the organization’s long-term business goals and the changing needs of their mobile workforce.  It’s just part of the natural evolution and growth that organizations experience from time-to-time.

For that reason, best practices dictate that companies should evaluate their mobility management needs on a somewhat frequent basis.  That’s because it is important to ensure that they have the right partners and suppliers in place, and that their policies and programs reflect their talent management and talent mobility goals.  At the same time, companies need to be certain that their mobility policies and programs will keep them competitive in the marketplace from a talent attraction and retention standpoint.


Evaluating Mobility Management Needs

So, how often should an organization evaluate their mobility management needs?  The frequency generally depends on the size of the organization, and how rapidly their mobility management needs are changing.

It could also entail the predictability of an organization’s future mobility management need and the expectations of its mobile workforce.

In some instances, companies that didn’t previously have the need for a mobility management program, suddenly find themselves with an increasing need to relocate employees.  For smaller organizations, oftentimes this means that mobility programs and policies will need to be developed, implemented, and managed in-house through their HR Department.

But, as companies grow, their mobility management needs tend to change along with it.  That is when they tend to move towards an outsourced mobility program model, whereby the entire program is managed by an RMC (Relocation Management Company).

For companies that already outsource their mobility management to an RMC, it might be that they need their RMC to provide additional relocation services and/or make enhancements to existing programs and policies.

Likewise, the reverse is also true.  Companies that once needed a very robust mobility management program, can find themselves with a significantly reduced volume of relocating employees.  So, they might need to scale back their program and policies.  As such, regardless of the size of a company, it is critical that an organization has an RMC that is the best fit for their organization.  That should be determined through the evaluation process.


What Aspects of Your Mobility Management Needs Are Changing?

It’s important to know what is driving the changes to your organization’s mobility management needs.  It could be that your organization is experiencing significant generational changes within your workforce, and that this is impacting your existing policies and programs.  As a result, it might be prudent to offer additional relocation benefits, or move away from a one-size-fits-all mobility program, towards one that incorporates more of a core-flex relocation policy.  A core-flex policy has the advantage of offering both standard core relocation benefits, while also offering flexible elements that can be included based on the specific needs of an employee and/or family.

It could be that your current mobility program only covers domestic relocations, but you now have a need to relocate employees into another country, thus triggering the need to develop and implement an international relocation policy.  And, with that comes other typical benefits that might need to be included.  For example, providing cross-cultural training might be a necessary aspect of that international relocation policy.


Questions Relating to Mobility Management and Mobile Employees

When evaluating your mobility management needs, you should closely examine the demographics of your mobile workforce population, look at what the unique needs of those employees might be, and the specific factors that need to be considered when it comes to relocating them.

Here are just a few of the questions you should be asking as it relates to mobility management and your mobile employees:

  • Do we anticipate changes in relocation volume?
  • What percentage of the organization’s mobile employees are homeowners versus renters?
  • Are we utilizing the best relocation home sale programs?
  • Is there an increased need to send employees overseas?
  • Is there an increased need for international business travel?
  • Is there an increase in need for temporary international assignments?
  • Do we need to send employees to more remote locations?
  • Do our relocating employees feel supported throughout the relocation process?
  • What improvements can we make to better enhance the overall employee relocation experience?
  • What are the cost considerations for our mobility management program?

Then there might be other questions pertaining to the functional, operational side of mobility management.  Those might include:

  • What type of relocation tracking and reporting capabilities are needed?
  • Are there better technology tools and platforms that we could be using?
  • Do we need more integrated technology solutions?
  • Do we need more robust communication methods and platforms?
  • Do we have access to critical analytical data?

And finally, you have to look at whether your current RMC can deliver based on your changing mobility management needs.


A Relocation Management Company Has To Be The Right Fit

The best way to determine whether your RMC is still the right fit for your organization and its changing mobility management needs, is to sit down and discuss it with them directly.  You might need to be reminded of the RMC’s core competencies.  And if one of the key changes to your mobility management needs is the addition of international relocation, then you might need assurance from the RMC as to their international capabilities.

But, not only does the RMC need to have the credentials and capabilities that your mobility management requires, but they should also be true partners to your organization, and align with your culture and core values. Afterall, when managing your mobility program, they are an extension of you and your entire organization.

At VERSA, we believe in being that true partner to all of our clients.  So, when their needs change, we are there to provide the best mobility solutions, and to seamlessly facilitate those changes every step of the way.

Please contact us anytime! We are always here to assist you!

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