- In today's ever-evolving work landscape, the emergence of hybrid work arrangements is reshaping the way we think about office space, productivity, and employee wellbeing. According to the Survey of Workplace Attitudes and Arrangements (SWAA), a recurring monthly survey conducted by WFH Research, work-from-home arrangements are stabilizing at about 25% of full work days, a 5-fold jump from 2019. For many global mobility program managers, this transition is not without its challenges, particularly when it involves asking remote employees to commute to an office that's not feasibly accessible from their current remote locations.
How can a company adequately support its employees through this transition?
Here’s a step-by-step guide to help managers navigate the decision-making process in crafting a mobility benefits policy for the new age of work.
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Assess the Scope of Your Current Policies
To start, it's crucial to assess where your company currently stands. Review existing relocation and remote work policies to understand the support levels your organization has historically provided. The benefits you've previously offered can serve as a baseline for adjustments. Keep in mind, however, that these policies were drafted for different circumstances and might need significant tweaking. Depending on your company’s hybrid work model and the proximity of key talent relative to physical office locations, relocation, and commuter benefit packages, or some combination of both, may be needed.
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Identify the Company’s Goals and Employee Profiles
Before settling on a mobility benefits scope, determine your company's objectives:
- Retention goals: If retaining employees, especially those in higher roles or with niche skills, is paramount, then offering benefits on par with, or even exceeding, existing relocation policies might be justified.
- Employee profiles: The level and type of support might vary based on employee rank and skill set. While it might make sense to offer full relocation support to a senior executive or a highly skilled professional, other roles might only require scaled-down benefits.
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Recognize the Commitment to Remote Work
Did your company pitch remote work as a temporary solution, or was it positioned as a long-term option? The initial understanding between the company and the employee can greatly influence the mobility benefits:
- If remote work was presented as a long-term commitment, a sudden shift might necessitate more substantial support, such as full relocation or commuting stipends.
- Conversely, if it was always framed as a temporary arrangement, employees might expect—and accept—lesser support.
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Weigh the Cost of Attrition
Consider the potential costs of employees deciding against the new hybrid work arrangement. Training new hires, the potential loss of institutional knowledge, and decreased morale from high turnover rates are just a few of the consequences of attrition. If these costs are higher than offering more generous mobility benefits, the decision becomes clear.
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Be Transparent and Flexible
Communicate the rationale behind the mobility benefits clearly and transparently. Allow space for feedback, and be ready to make adjustments based on valid concerns or suggestions. Remember, a one-size-fits-all approach rarely works. Instead, consider flexible benefit options that cater to individual needs.
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Monitor and Adjust
Once implemented, it's essential to monitor how the new policy impacts both the company's operations and employee satisfaction. A commitment to continuous feedback and adjustment is key. If the initial policy isn't meeting the company's goals or is causing undue hardship for employees, be prepared to make necessary changes.
In conclusion, crafting a mobility benefits policy in the face of hybrid work arrangements requires a careful balancing act. By considering the company's goals, understanding employee needs, and being prepared to adapt, corporate global mobility program managers can develop a policy that is both fair and effective. In these unprecedented times, flexibility and empathy are crucial. Remember, the goal is not just to move employees physically, but also to ensure they are supported, productive, and content in their roles.
Contact Benivo’s Client Advisory team today to request a free consultation. Our experienced advisors stand ready to offer insights into effective strategies for optimizing the performance of your mobility program.