I’m always on the lookout for signs of an improved real estate market within mobility programs.
Although a global assignment brings a sense of excitement and wonder, one of the first questions that expatriates and their family members often have — even before they depart — is, “when can we come back home to visit?”
Our company is looking to update our COLA program but not sure where to start. Any suggestions?
Our ninth annual Workforce Mobility Survey examines how approximately 170 North American companies manage their mobile talent.
Domestic mobility in countries outside North America and the UK can be challenging for even the most globally-minded multinational companies.
Among the forces impacting the deployment of mobile talent, two have emerged as the most prominent. One, not surprisingly, is cost control, that unrelenting pressure to harness spend that shadows every corporate move.
Today, business success depends on how quickly and easily you can deploy your most highly-valued talent to seize new opportunities. But what are the best practices for building an agile mobile workforce?
We were proud to have our VP of Consulting, Ellie Sullivan, quoted in a couple of relocation-themed articles this past week, in two different countries.
As companies strive for greater flexibility to respond to the increasing speed of business and broader range of opportunities, temporary domestic assignments have grown in popularity.
Q: Our company moves a lot of new hire grads who receive a lump sum. Is there a best practice for whether or not this lump sum should be grossed-up?