A significant 78% of corporate leaders believe that relocation assistance boosts work performance, while 87% report that short-term relocation opportunities enhance staff retention and satisfaction.

Global mobility, a key HR strategy, facilitates the international transfer of employees for various assignments, ranging from business travel to short-term or permanent relocations.

Research by Gartner predicts that by the end of 2023, 48% of workers will operate in hybrid or entirely remote roles, with 39% in hybrid positions and 52% on-site. The adoption of hybrid working policies varies from mandated office attendance to more flexible arrangements, influencing distinct outcomes for employees and companies.

EY’s findings suggest that 84% of employers feel that flexible work arrangements enhance their recruiting capabilities. As the debate over return-to-office policies persists, talent increasingly gravitates towards firms that support global mobility. Today’s workforce demands not just the option to work from home but also the empowerment to relocate internationally.

At the 'Beyond Borders' event series hosted by Localyze, CEO and co-founder Hanna Asmussen highlighted that globally mobile employees are more invested and productive. As the professional landscape becomes increasingly international, employees' external interests, such as familial duties or the desire to explore new cultures through work, are reshaping global mobility from a luxury to an essential business strategy for competitive advantage.

The report also noted a post-pandemic surge in the desire for new travel experiences, with emerging talents seeking companies that support their growth. Without such opportunities, the cost to businesses, due to employee turnover, could exceed the expense of potential relocations. Asmussen noted the growing trend of global recruitment and, consequently, the rising demand for global mobility technologies.

Hanna Asmussen states, “Global mobility represents an investment in a firm's most valuable resource: its personnel. Offering global mobility enhances job contentment and career development opportunities. Our research indicates that such flexibility increases employee allegiance and performance, vital during talent shortages.”

Asmussen concludes that global mobility should be regarded not merely as an occasional luxury but as a fundamental driver of business success, capable of boosting performance, profit, and culture in a competitive landscape.

“The workplace of the future is not limited to offices, homes, or home countries. Organisations that embrace a global, unfettered approach to business will see the most significant growth and talent retention. Global mobility is essential in sustaining employee retention and optimising performance, priming the workplace of the future.”