Event recap: insideMOBILITY® Prague | June 27-28, 2023
Uncover strategies for the new horizon of mobility
Broaden your horizon not only to adapt, but also to grow, and to ensure that strategies, policies and procedures are properly aligned. Rise above the hurdles and look to the opportunities ahead.
1. This Year’s Hot Topics
Peer conversation topics upvoted at insideMOBILITY Prague:
29%
Employee Experience
22%
Artificial Intelligence in Mobility
20%
Budget Management
15%
Immigration Challenges
2. Corporate Moves: Preparing to Host the Mobile Employee
Aside from the stress of relocation, the biggest individual challenge for mobile employees is disconnection from their new local community.
- Create a slack channel to connect peers and make them feel a part of the community.
- Create a buddy system for an experienced individual to impart insider knowledge to newly arrived employees.
- Bring in-home partners and host partners to help with onboarding, even for an internal transfer.
- Analyze and take action on the post-move survey on the employee’s experience.
3. Improving the Employee Experience
Improving the experience means knowing the experience:
- Use survey analytics augmented by focus groups to determine if the experience matched the expectations.
- HR Check-in: It’s valuable to call the employee after the honeymoon period when they’ve settled in.
- Survey respondents mostly reflect the very good and the very bad of their relocation. Concentrate on the moments that matter rather than the overall experience.
Getting the Best Experience for the Price:
The Challenge
Ninety-nine percent of attendees are under pressure to reduce costs. Everyone is facing increased demand for mobility, added pressure to increase results, and the need to improve overall experience, all while operating under restrained budgets.
The Solution
Explore ways to incentivize the flexibility of relocating employees. This includes considering temporary living arrangements, accelerating engagement with destination services providers to secure rental properties faster, and cash-out options on household goods shipments.
4. Drivers for Flex Policy
5. Flexible Approaches to Mobility
Robust Core + Limited Flex
- Large set of Core components, i.e., HHG, temp living, allowances, travel, incentives
- Small set of Flex choices, such as extra temporary living, cultural training, air shipment
Balanced Core-Flex
- Core offerings that increase or decrease based on tiers (e.g., full household goods versus capped, temporary living and allowance variances)
- Varied sets of Flex benefits with both employee and business choice
Limited Core + Expanded Flex
- Focused set of Core benefits, such as allowances and household goods only
- Majority of components are Flex offerings, segmented by tiers, caps and amounts
6. Crisis Planning in Action
At insideMOBILITY Prague, attendees added insights to implement and support employees in real time. In Charleston, attendees explored the importance of a crisis plan, important scenarios to consider, and how to create a plan.
Make sure stakeholders understand their available choices within the crisis plan.
Train employees of their allowed discretion in a crisis.
Establish an emergency hotline to communicate with your team in a crisis.
Consider establishing a technology platform with tools for employees to communicate and assist.
If the assignment dictates, equip employees with immigration permits in advance.
Engage supply chain partners, and include them in your plan.