Blog

Leveraging recent case studies and our client’s stories of transformation, we unpacked the top challenges companies face when making changes to their mobility programs and demonstrated how they have closed the gap between expectation and reality when it comes to workforce mobility.

Both participating clients, Halliburton and Micron, have substantial global mobility programs and diverse talent segments. Both companies aimed to consolidate their numerous policies and followed all the recommended steps, including goal setting, stakeholder input, framework design, cost analysis, and gaining buy-in. But, alas, sometimes even the most thorough, well-intentioned planning doesn’t pan out as expected, and despite their proactive approach, they encountered numerous obstacles.

Through this session, we explored both companies’ solutions, covering many themes, ranging from DEI at the customer level to conflicting goals between different business units. While starting from very different points in their global mobility program design and administration, both companies view the evolution of their programs as ongoing and iterative processes, with successful outcomes to date.

Session Pulse Survey Results

Some of the most telling takeaways from the session were revealed through the pulse survey, completed by 23 participants on the topic of overcoming reluctance in mobility programs.

Here are some highlights:

1. Concerns about Spouse/Partner’s Career: Worries about the career of an accompanying spouse or partner were frequently mentioned.
2. Concerns about Children’s Education and Adaptability: The continuity of children’s education and their adaptability when moving to a new location were common concerns.
3. Logistical Support Issues: Adequate logistical support, including housing, shipping, temporary living, and travel expenses, was a recurring issue.
4. Emotional Support and Benefits: The need for adequate emotional support and benefits, such as time off to move and settling-in services, was highlighted.
5. Other Concerns: These included unfamiliarity with the location, long-term career impact, DEI issues (LGBTQ, race, and religious differences), medical conditions, and fear of inability to adapt to language and cultural differences.

But mobile employees aren’t the only ones grappling with uncertainty. Many companies, too, are reluctant to make changes to their relocation programs for the following reasons:

1. Potential increase in costs from changing providers.
2. Potential increase in cost from adding new benefits and services.
3. The time and effort required to adjust to working with new people and new providers.
4. The possibility of a negative impact on the experience for either the business or the relocating employees.
5. Potential loss of control that might come with a change in program administration.

Change management has been a prevailing theme throughout 2024, so we explored why global mobility managers are reluctant to change providers:

1. Concerns about the time and effort required to implement changes and oversee processes.
2. Fear of change and uncertainty about whether the new situation will be better.
3. Resource constraints, including time, energy, and cost.
4. Preference for comfort and familiarity, with a belief that if the current system works, there is no need to fix it.
5. Concerns about maintaining service levels and aligning stakeholder expectations during the transition process.

In conclusion, managing mobility change is complex but essential for organizations that hope to remain competitive in an ever-changing global mobility landscape.

Our session at WERC highlighted the real-world challenges and successes faced by companies like Halliburton and Micron: both companies encountered obstacles that required adaptive solutions and continuous iteration. The key takeaway is that while change can be daunting, it is also an opportunity for growth and improvement. By addressing concerns such as children’s education, spouse career impacts, and logistical support, and by understanding the reluctance from both employees and businesses, we can better navigate the intricacies of global mobility programs. It’s a reminder that a mindset of flexibility and resilience is an asset for every stakeholder in the mobility ecosystem, ensuring that our strategies and approaches not only meet but exceed expectations!

Want to chat more about some of the telling insights uncovered through our survey and accompanying session? Reach out!