People around the world can finally walk their pets or do their groceries without wearing a mask in the outdoors. The mental load before going outside is much lower now, because they don’t have to write down their whereabouts in a declaration. The gradual lift of restrictions also comes with the lift of people’s spirits. But what does all this mean for global mobility?
There has been much ado lately around the pandemic’s effect on our industry during. But even though many assignments are transforming into virtual ones, global mobility and offline assignments are here to stay. Because some tasks cannot be performed online and also because offline meetings aren’t expendable in their entirety.
Yes, relocating global talent during these times can be tricky. And the obstacles in relocation come in many shapes and sizes:
– Will the expatriates be reluctant to leave their family?
– What will happen with assignees if the much-debated second coronavirus wave comes with the seasonal flu in autumn?
– Will people in junior positions accept living in a studio?
– What happens when doubt and uncertainty regarding safety and psychological well-being creep in? Will the expatriates be able to honor their assignment until the end?
– Will they accept the assignment in the first place if their social security in their host country doesn’t come with as many advantages as the one in their home country?
The list can go on. However, global mobility as an industry is getting back on its feet in record time, because there is a stringent need for global talent that has been growing and growing during the pandemic. And now companies can finally put their global mobility strategies to work.
Not only that, but companies looking for highly skilled workers in higher-up positions will be more than willing to invest in the relocation of key employees. All they have to do is convince their much sought-after candidates to accept their proposals. And this means more generous offers than before the outbreak.
All providers know that the incentive is not just about the pay-slip. From social security to dependents’ education, all the provided services will have to take our new reality into account. Because healthcare, family, spare time, and mental well-being matter so much more during a pandemic. Everyone tends to put their loved ones first during uncertain times and expatriates are no different.
Cross-border assignments have experienced a setback, but domestic relocation is growing. Tech companies are already dislocating their workforce from highly urbanized areas to lesser populated offices for the safety of their employees.
Some industries have suffered throughout the pandemic, while others have thrived, just like tech companies. And now they’re looking to take their development strategies even further. This means they’re already looking for their global talent and want to make sure they get the best there is, because employee retention is crucial during these times. The future of global mobility for highly skilled workers lies in IT&C, Pharma and e-commerce.
And the future is already here. Because these new trends aren’t going anywhere. Cost optimization is becoming more important because economies have suffered during national states of emergency. Online business consultancy is also here to stay, as many clients know it has many advantages. But the most important ones are employee safety and flexibility during another potential pandemic wave that may happen a few months from now.
The providers who can adapt to the need for rapid change for their corporate clients will have most to gain. And how exactly can they do that? By offering quality services and by being early adopters. Not just by turning to e-commerce to be there for clients looking to optimize costs and service quality, but also by adapting their entire communication to current times, strengthening their online presence (newsletters, website, social media and, let’s not forget, CRMs), as well as pivoting (offering related business consultancy services).
A public health crisis can dramatically change business rules. And those who learn them quicker will unlock many new opportunities, both in new business acquisition and in long-lasting strategic partnerships. Dynamic teams that adapt faster to the new context and have learned how to handle the industry’s disruption will thrive like never before. The gradual lift of restrictions also comes with the lift of people’s spirits. But what does all this mean for global mobility?
