Staying Competitive: The Key to Creating People Strategies for 2025 — What Employees Really Want
Staying competitive, attracting top talent, and growing your organization require offering your employees the best possible opportunities.
But what do employees really want?
According to surveys, better global mobility arrangements and a four-day workweek are top priorities, especially for newer generations.
Below is a list of global mobility arrangements that can help you stay competitive in the market:
Permanent Relocation: Employees move to another country to continue their role on a permanent basis. This often comes with a comprehensive relocation package, covering everything from moving expenses to long-term housing assistance and cultural integration support.
Temporary Relocation (Secondment): Employees temporarily relocate to another country, typically for a defined period (e.g., 6 months to 2 years), while continuing their role. Companies often provide support tailored to temporary stays, including temporary housing, travel allowances, and support for re-assimilation upon return. Offering the opportunity to work in another country can be a great competitive benefit for global companies with offices worldwide. While not all employees need to move around, companies can set requirements, such as offering this benefit to those who have worked for five years with exceptional performance. These employees could then work from anywhere within the company's global offices for 6 months to 2 years. Young professionals crave exploration; they are free-spirited and want to travel. By offering this, you attract top talent who can achieve great things for your organization. It’s a win-win.
Remote Work from Another Country: Some employees may prefer to continue their job remotely from another country without a formal office relocation. This arrangement, often part of "work from anywhere" policies, offers flexibility. While it may not include extensive financial support, it gives employees the freedom to live where they choose. Allowing employees to work from anywhere for up to 4 weeks is a great benefit that costs nothing, but significantly improves employee satisfaction and engagement.
Commuter Assignments: Similar to cross-border commuter status, an employee might live in one country but work in a nearby country, commuting regularly. This option is often used in regions like Europe, where crossing borders for work is common and supported by specific tax and legal agreements.
Virtual Assignment: In this setup, employees work for a company in another country but do not physically relocate. They continue their job virtually, with occasional travel to the company’s main office or client sites. This model is increasingly popular as companies embrace digital transformation and remote work.
I hope this helps. :)
