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The Importance of Aligning Your Mobility Programme with Company Goals

  • by Debra Monkman
  • 02 October 2019 11:59:00

In an expanding global market, it’s no surprise that company stakeholders list organisational growth as a top priority — over 53% in fact, according to SIRVA’s 2018 Mobility Report, Talent Mobility for Business Growth – Aligning Practices to Drive Organisational Impact.Mobility can play a strategic part in this growth when aligned with company goals, as this maximises the readiness of companies to capitalise on global opportunities when they present themselves. For this reason, designing a future-ready relocation programmethat’s strategically aligned with organisational goals should be a top priority for companies that are looking to grow.

Unfortunately, this strategic alignment between organisational goals and relocation programmes often falls short. A significant number of respondents in SIRVA’s 2018 Mobility Report (over 37%) stated that their mobility service delivery models were ‘completely/somewhat misaligned’ with organisational goals or altogether ‘neutral’. To avoid the missed opportunities resulting from this misalignment, companies should consider multiple factors:

Relocation programme maturity: From designing and implementing the components of a relocation programme to ensuring a positive employee and customer experience, it’s important to involve stakeholders from various divisions of a company (HR, IT, leadership, etc.) during each step of the process. Doing so doesn’t just aid company-wide engagement and buy-in, it also helps to achieve programme alignment with the company’s overall goals. Be sure to communicate policies and practices amongst stakeholders for maximum success. Throughout each step of implementation, note any consistent areas of failure or consistent misalignment to identify areas for improvement.

Internal business culture: Ensuring that employees feel connected to and part of company culture is crucial to their success and, therefore, the success of your organisation. Building a strong mobility brand for your company goes a long way toward achieving this. Engage the input of human resources and leadership teams before departure and after arrival in a new location to help employees establish a sense of continuity.

Stakeholder roles and investment: It takes many people to implement a smooth and successful relocation, from internal management and travel and logistics partners to vendors at origin and destination locations. Mobility teams and partners play a critical role in identifying and managing the complexities associated with mobility, so ensure the right level of competencies to support your programme and drive success.

By aligning a mobility programme to organisational goals, its processes, people and technology all support a company’s long-term objectives. There are a variety of practical steps that can be taken to design a future-ready relocation programme. Read our latest paper, Designing a Future-Ready Relocation Programme for Going Global,to learn more about the evolution of mobility programmes and how to design a programme that will prepare your company for future growth.