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A Hybrid Workforce has Benefits, and Sometimes Costs

| November 23, 2021

hybrid workforceA new Gallup Poll concludes that remote work is persisting and likely to become a permanent fixture. According to the poll:

-Forty-five percent of full-time employees were working partly or wholly remotely in September 2021

-Nine in 10 remote workers want to maintain remote work to some degree

-The same number anticipate keeping remote hours for the rest of 2021 and beyond

According to Gallup, two-thirds of white-collar employees worked from home exclusively (41 percent) or some of the time (26 percent) in September. Read More

Location-based Pay Cuts Discourage Remote Work

| November 12, 2021
This article was originally posted on November 08, 2021 on WorldwideERC.com. Click here to read the original post.

remote work taxTight labor markets provide knowledge workers with alternatives to accepting pay cuts based on remote locations.

The pandemic sparked a mass exodus from expensive cities as newly remote workers were given the freedom to work from anywhere. Many of those workers who relocated to areas with a lower cost of living are now frustrated to find that their compensation may be cut if they continue to live in a less expensive city than the city where their office is based.

Despite widespread frustration among remote workers, employers are using location-based pay cuts to encourage their workforces to use their enormous investment in offices.

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Hidden Compliance Costs of Managing a Hybrid Workforce

| October 27, 2021

managing a hybrid workforceThis article was originally published by INEO on October 26, 2021.  INEO provides comprehensive global mobility management software, outsourced mobility financial management, and specialized mobility tax services.

With remote work gaining more traction in recent years, and ultimately accelerated by the pandemic, it’s also opened up opportunities for employees to embrace the “work from anywhere” model. As the needs of the modern workforce continue to shift, a new work model has formed: hybrid work. Hybrid employees work from multiple locations and may even travel from time to time.

In fact, a recent Accenture report found that 85% of employees prefer the hybrid model.

While hybrid work is proving to be a preferred and permanent fixture across organizations, there are hidden compliance costs of managing a hybrid workforce that mobility managers need to be aware of. Read More

Has the Pandemic Changed Employee Business Travel Forever?

| October 20, 2021

employee business travelWhile many workforce experts expect much of the workforce to return to the office—eventually—they also believe that the one-size-fits-all, 9-5 office routine is gone forever. The covid pandemic disrupted workplaces dramatically, speeding up the remote work trend, demonstrating that work from anywhere can work and showing how effectively videoconferencing and other technology can facilitate collaboration.

It’s fair to wonder if the pandemic will have similar lasting effects on employee business travel. Business trips were an early casualty of the pandemic. When companies abruptly moved to remote work in spring 2020, most also imposed travel bans. There were no offices to visit, conferences were canceled or made virtual and routine meetings and training were conducted virtually. International travel, of course, became almost impossible. Even in situations where an in-person meeting was long considered essential, such as best and final presentations and high-stakes negotiations, virtual meetings became de rigueur. Read More

Taking Another Look at Short Term Assignments and Talent Mobility

| September 30, 2021

corporate relocation management services partnerThe Covid pandemic has spurred companies and employees to reassess work models and locations, and to consider more flexible, cost-effective ways to achieve business objectives. While not new, short-term assignments can be an effective workaround to current obstacles to employee relocation—from reluctance to relocate to a frenzied real estate market and global restrictions.

Short-term assignments are a “lite” form of talent mobility, enabling businesses to achieve specific, finite project objectives with less expense and disruption. International short term assignments have a longer history, arising as a relatively inexpensive alternative to global relocation. Domestic short-term assignments became more popular over the past 15 years, as the U.S. recovered from the Great Recession. Read More

The Voice of the Customer: HR Professionals Talk Talent Mobility at the SHRM21 Conference

| September 17, 2021

Global mobility challenges talent mobilityThe Society for Human Resources (SHRM) Conference and Expo usually is so expansive that it resembles a good-sized town more than a typical HR meeting. While COVID and travel restrictions limited the crowd this time, they didn’t diminish the quality of our conversations with HR professionals. We spoke with attendees representing a diverse array of companies, industries, products, services and locations. What was on their minds? Read More

Making the Business Case for Diversity, Equity, and Inclusion

| August 30, 2021
remote work policyThis article was originally published by Worldwide ERC on August 25, 2021.  Click here to view the original article. 

Worldwide ERC®’s new research report on diversity, equity, and inclusion (DE&I) policies demonstrates how senior HR leaders are making the business case for DE&I.

For many businesses, the topic of diversity, equity and inclusion (DE&I) isn’t brand new. Over previous decades, employees and leaders have made the resounding call for companies to better represent the diverse workforce, include them in leadership positions, and address equity barriers for marginalized groups. With DE&I gaining even more notoriety over the past year, Worldwide ERC®’s new research demonstrates that companies are no longer paying lip service to DE&I, but are taking action to make the business case for DE&I.

Worldwide ERC® recently reached out to more than 600 senior HR leaders, as well as a subset of corporate mobility and mobility service provider leaders—representing a wide variety of industries, world regions, and company size. This deep dive resulted in findings representing broad, global consensus on the competitive necessity of DE&I initiatives. In fact, more than 88% of respondents report direct funding and resources committed to specific activities supporting a larger data-driven DE&I strategy, and that the vast majority of organizations have specific policies to promote implementation at every level of their HR functions.
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Return to the Office Fizzles Out Again Thanks to the Delta Variant

| August 16, 2021

return to the office covidThe COVID pandemic prompted a hasty retreat to a fully remote work environment for many companies in spring 2020. They began talking about a return to work in summer 2020, even before a vaccine was available. That timetable has been slipping ever since: from Labor Day 2020, to the beginning of 2021, to midsummer 2021 and now Labor Day 2021. But it seems like at least one more delay lies ahead, thanks to the Delta variant.

Many companies are pushing their much-delayed return to the office date back again by a month or more. According to George Penn, a vice president in Gartner’s HR practice, these decisions could be an intelligent approach if they’re based on government policy and guidance, local transmission data, and, most importantly, employee feedback. He says organizations that change their pandemic-era work policies will have to weigh whether any short-term disruptions outweigh what he considers “long-term destruction,” which can erode employee trust and potentially company culture. Read More

The Great Resignation: Another Talent Management Challenge for Recruiting and Retaining Capable Employees

| July 28, 2021

recruiting and retaining capable employeesAmerican workers endured an unprecedented wave of difficulty and disruption over the past 18 months. Many employees felt isolated, overwhelmed with added responsibilities like homeschooling and burned out by long remote workdays. Living under a cloud of Covid and deep recession, they were also fearful. Millions of Americans lost their jobs early in the pandemic, and those who were still working felt fortunate to be employed. Few were looking to change jobs or careers during such a tumultuous time.

“During the pandemic, we saw that people were sheltering in job, and really, what that means is they may have wanted to switch jobs, but they were too nervous to make those changes, because they needed the stability,” said LinkedIn Career Expert Catherine Fisher. “And so now, as the economy and the job market is starting to open back up, many people are really reevaluating what’s important to them.” Read More

Lower Birth Rate and Immigration Restrictions will Continue to Shrink the American Talent Pool and Highlight Talent Mobility

| July 9, 2021

talent mobility immigration restrictionsIn terms of workforce talent and global competitiveness, America once had two advantages. The first was a relatively high birthrate compared to other developed economies—high enough to grow or at least maintain the country’s population. The second was comparatively liberal immigration policies for skilled and nonskilled workers.

These advantages have been steadily eroded in recent decades, raising concerns that the U.S. eventually will face the same demographic pressures as countries like Italy and Japan. Shrinking working-age populations in these and other industrialized countries have been a drag on their economic growth and productivity. For example, more than 28 percent of Japan’s population is over 65, followed by Italy at 23 percent. The U.S. is at 16 percent—a number that’s steadily climbing. In this situation, many companies are positioned to implement a talent mobility strategy to address this obstacle. Read More

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