In an era of geopolitical shifts, economic uncertainty, and rapid technological change, global mobility programmes have become more than just logistical solutions for international assignments—they are strategic enablers of resilience, both for employees and businesses. Companies that invest in well-structured mobility initiatives can not only prepare their international assignees for the complexities of global work but also position themselves for sustained success in an unpredictable world.
The past few years have demonstrated how external events can disrupt global mobility. The COVID-19 pandemic forced companies to rethink how they manage remote and in-person international assignments. The war in Ukraine reshaped geopolitical considerations for expatriates in Europe, while economic turbulence and shifting visa regulations in countries like the UK and the US continue to affect global talent mobility.
Despite these challenges, multinational corporations (MNCs) that integrate flexibility and resilience into their global mobility strategies can navigate these disruptions effectively. Companies such as HSBC and Google, for example, have adapted by implementing hybrid mobility models that allow employees to work remotely from different locations while maintaining operational efficiency.
1. Comprehensive Pre-Departure Training
Cultural adaptability and crisis preparedness are key factors in an assignee’s success. Companies like Unilever have implemented immersive cultural training and geopolitical risk assessments, ensuring that employees are prepared for both professional and personal challenges in their new environments.
2. Well-Being and Mental Health Support
The stress of international assignments can be significant, particularly in volatile regions. Businesses like SAP have introduced dedicated mental health programmes, including 24/7 counselling and peer support networks, to support their mobile workforce and reduce expatriate burnout.
3. Flexible Assignment Structures
The traditional long-term expatriate model is evolving. Organisations such as PwC and EY are increasingly leveraging short-term and commuter assignments, as well as virtual assignments, to maintain business continuity while mitigating geopolitical and personal risks. This flexibility ensures that talent remains mobile without unnecessary exposure to disruption.
4. Localisation Strategies
Some companies opt to build resilience by transitioning expatriates into localised roles. For instance, Shell has successfully moved senior international assignees into regional leadership positions, ensuring continuity while also reducing costs and compliance risks associated with expatriate benefits.
5. Robust Compliance and Risk Management
With shifting immigration policies and tax regulations, companies need to stay ahead of compliance requirements. Businesses like Microsoft have leveraged AI-driven compliance tracking to ensure that their global talent operates within legal frameworks, avoiding costly penalties and operational disruptions.
Building resilience in international assignees isn’t just beneficial for employees—it has direct advantages for businesses:
Building your competitive advantage
In a world of constant change, businesses that proactively enhance their global mobility strategies will build resilience in their international assignees and drive long-term success. By focusing on preparation, flexibility, well-being, and compliance, companies can turn mobility challenges into opportunities for growth and innovation. As global mobility continues to evolve, organisations that prioritise resilience will not only support their workforce effectively but will also gain a critical edge in the global market.
Realm is a Consulting Services business that helps businesses make the most of their opportunities to grow globally. If you would like to find out how we can help you increase resilience in your international populations, reduce your global assignment failure rate and help you deploy and manage your top talent whevever you're moving it to in the world, why not drop us a line or check out our website?:
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