As part of Weichert’s Advisory Services Team, we’ve witnessed organizations across a broad scope of industries undergo pivotal transformation over the last five years. To stay competitive, companies are changing how they engage with their customers, entering new markets, redefining their core products and services and even their industry. Agility is everything right now, and those who are bold (and brave) enough to embrace big change will reap the biggest rewards.
There are many ways to measure who is managing change most successfully. One method is to conduct a quick inventory among the companies identified five years ago on the Fortune 500 list. Can you guess how many are still on that list today?
As of 2025, a mere eight companies remain on the Fortune 500 list from those listed in 2020. What are these organizations doing differently when riding the tides of change? And can these lessons be adapted to other businesses?
How is Mobility Changing?
In Advisory Services, we’ve observed a strong interest in developing talent mobility programs that go beyond mere benefits. We’ve engaged in many meaningful conversations with organizations interested in ensuring their programs are effectively structured to support their business goals efficiently, enabling them to focus on what truly matters: leveraging talent mobility to drive organizational success. To do that, these companies want to know if their teams are structured most optimally, focusing on the right activities. They’re keen to understand which services should be outsourced for cost-effectiveness while retaining enough control to spark innovation in their mobile workforce programs.
This surge of interest has inspired Weichert’s latest research project, Designing Mobility for Success. This study strives to uncover how Global Mobility teams align with changing business needs, overcome relocation reluctance among top talent, and leverage technology to stay ahead.
By focusing on these insights and best practices, companies can design talent mobility programs that meet their immediate needs and drive long-term organizational success –creating a roadmap for change that ensures they thrive in an evolving talent landscape.
What We’re Seeing So Far
While we’ve only recently launched this survey, the responses have already revealed intriguing insights into how today’s talent wants to move and how today’s businesses respond to these needs.
One trend stands out and confirms what we’ve long known: employees are more engaged when they receive managed services rather than a lump sum. This approach drives higher employee satisfaction and aligns more closely with organizational strategic objectives.
Our early findings also reveal that the average global mobility team consists of four full-time employees and one part-time employee — but that’s only part of the story. Team sizes range from 1 to 13 members, depending on the program’s scope and involvement in day-to-day activities. This composition is critical for effectively managing the extensive range of tasks under global mobility, ensuring exceptions are handled smoothly and efficiently.
Join the Conversation
We invite you to participate in our latest research, which explores how other leading companies are shifting their mobility approaches to build efficient, effective, resilient programs that can withstand the new challenges in today’s mobility ecosystem.
This survey takes approximately 10 minutes to complete and is open for a limited time. As a participant, you will be the first to receive a copy of the full report.
I’d like to participate in the survey!
By the way, can you guess the names of those eight companies that still appear on the Fortune 500 list?
Answer: Walmart, Amazon, Exxon Mobil, Apple, CVS Health, Berkshire Hathaway, UnitedHealth Group, and McKesson.
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