Smart. Helpful. Human. Responsible.

  1. SIRVA
  2. Company
  3. Smart. Helpful. Human. Responsible.
  4. STRIKING THE BALANCE: PART 2-EVOLVING TALENT MOBILITY NEEDS AND APPROACHES
Move Talent. Deliver Experience.

As the world continues to evolve, organizations are exploring new ways of working to meet today’s growing business demands. This isn't easy to do when each business has its own agenda and objectives. That’s where Sirva comes in. We aim to help mobility leaders and talent managers navigate the complexity of relocation to meet and exceed company goals.

We have every resource to ensure your relocating employees are well taken care of as they prepare to embark on their relocation journey. With every interaction, we look to communicate in a way that is: Smart, Helpful, Human, and Responsible. These four pillars are indicative of the way we conduct ourselves and business in general.

What does this mean in practice and how do we use these pillars to help you?

 

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OUR OUTLOOK

SMART

  • We use cutting-edge technology to collect, sort, and report data in ways that are most meaningful to you.
  • We work with our worldwide network of vetted service partners to share important information and critical updates in a timely fashion to support your mobile employee wherever they may be.
  • We’re constantly in a state of improvement and innovation to make sure you have the best tools available to support your mobility program.
Smart
Helpful

HELPFUL

  • We take a proactive approach to problem-solving by anticipating needs and requirements based on decades of experience.
  • We understand that every client is different and each customer is an individual and we’ll always ask about their specific mobility needs and requirements.
  • We think outside the box and offer creative solutions and well-researched recommendations to you and your mobile employees.

HUMAN

  • We’re committed to cultivating a workplace and ecosystem that reflects the diversity of the global organizations we serve.
  • We believe the best results are realized when empathy, inclusion, kindness, and integrity serve as the basis for every interaction.
  • We’re a people-first company who prides ourselves on providing personal, high-touch support to you and your employees.
Human
Responsible

RESPONSIBLE

  • We see ourselves as positive change agents for our clients and their mobile employees in every pocket of the world where you live and work.
  • We embody an inclusive, engaged company culture, resulting in empowered employees that reflect a wide range of approaches and perspectives, leading to new ideas, innovation, and excellence.
  • We seek sustainable solutions that lower carbon footprints, increase productivity, and reduce costs for our company, our customers, and the planet 

SMART. HELPFUL. HUMAN. RESPONSIBLE.

We’re here for you. Our dedication to global mobility and talent management is underpinned by a collective desire to deliver an exceptional move experience, from start to finish. We’re passionate about what we do, and deliberate about how we do it.

Smart. Helpful. Human. Responsible.

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STRIKING THE BALANCE: PART 2-EVOLVING TALENT MOBILITY NEEDS AND APPROACHES

  • by Daina Mueller
  • Thursday, August 22, 2024 11:10:59 AM

Mobility professionals continue to be pressed to address the intricate challenge of harmonizing the enhancement of employee experience with the imperative to manage costs effectively. Amidst a dynamic landscape of policy shifts, cross-border complexities, and evolving employee expectations, we have had ongoing conversations with Mobility leaders to identify hurdles and innovative approaches within the realm of talent mobility.

In part one of our two-part Striking the Balance series, Elevating Employee Experience and Controlling Costs, we explored what is trending in the areas of employee well-being and experience, regulatory changes, and adoption of technology. In Part 2, we take a closer look at some program needs identified by Mobility leaders, and the strategies they are deploying.

Following are several scenarios mobility leaders have been presented with at their organization and some of the approaches they are taking to meet both business and employee needs.

Policy and Benefit Changes
Policy and Benefit

Mobility Need

Organization needs to support policy and benefit changes, such as providing local support for increasing numbers of permanent moves.

Approach

Reviewed impacts within the organization, implemented benefits that reflect country nuances, and enhanced mental health and well-being support.

  • Increasing collaboration between benefits and global health teams to support employees, as well as providing app support for various areas including tax, immigration, and talent mobility.

 

Cross-Border Expectations
Cross Border 

Mobility Need

Organization is challenged with keeping on top of tax, immigration, and regulatory issues.

Approach

  • Education of key stakeholders, use of technology resources, and establishing blanket approvals for certain situations, determined by country regulations.
  • Involve Mobility early in the process and communicate the importance of setting timeline expectations.
  • Research emerging locations to identify any potential challenges or roadblocks and put solutions in place.

 

Adjusting Policy Approach
Adjusting Policy Support

Mobility Need

Looking to improve how permanent transfers and localizing long-term assignments are supported and managing expectations on benefits and family support with evolving family configurations.

Approach

  • Create detailed cost projections, offer flexible program options, and emphasize the career benefits of relocation to employees. 

 

Repayments and Exceptions
Repayment

Mobility Need

Improve how repayments, household goods claims, and exceptions to policies are being managed.

Approach

  • Involve legal support and utilize collection agencies for mobility-specific collections. Establishing a clear exception process for both employees and business stakeholders for the management of exceptions.

 

Data Analysis and Technology
Data Analysis

Mobility Need

Need to accommodate changing work environments and utilize technology to track assignees and provide support.

Approach

  • Leverage data analysis for determining levels of support and timing, and use technology for duty of care and tracking purposes.
  • Use AI to select proper policy benefits, process expense reports, enhance productivity by automating tasks and assisting decisions, freeing employees to focus on other responsibilities.

 

Employee Experience and Expectation Management
Employee Experience

Mobility Need

Managing evolving employee expectations, ensuring equitable treatment, and addressing concerns beyond relocation benefits.

Approach

  • Develop policies with clear guidelines and governance to ensure equitability, educate business partners, and rely on data for informed decision-making.

 

We will continue to collaborate with Mobility leaders to identify and share challenges, and potential solutions, to help inform strategies for enhancing the employee relocation process.

If you would like more information, please email us at concierge@sirva.com or reach out to your Sirva representative.

 

Learn more:

Fit For The Future (1)
 Flexibility
 Webinar - Flexibility
Fit For the Future Mobility Program Flexibility  Exploring Flexibility in Mobility Programs 
Download the Paper Download the Paper Watch the Replay

 

Smart. Helpful. Human. Responsible.