Flexibility 1: Why and how companies should offer mobility programmes

Companies have the opportunity to choose from several flexibility tools to retain key talent and improve company performance. Why not take decisions according to employees’ preferences and customise flexible working options to existing needs?
The 2011 Global Talent Mobility Survey by Stepstone investigated about the preferences and priorities of employees when it comes to mobility. The research provides four main reasons for mobility within today’s global labour market. These findings are also consistent with academic research by Tilburg University from 2008.
The primary reason given for mobility and cited by over half of the respondents is unsurprisingly the desire (i.e. preference or choice) to start an international career. It is worth noting that these respondents showed most flexibility on destination and did not express a strong preference for a specific location – many of them did not discount working in more than 10 countries. The study showed a strong link between a desire for an international career and flexibility. The second most popular reason for working abroad, given by jobseekers, was ‘a desire to work in a specific country or city’. This was chosen by one third of respondents; they selected on average three preferred countries.
The third most popular reason for employees to move abroad was in order to ‘join family and loved ones in a specific country’ – 10% of respondents cited this. Another 9% of respondents said they wanted to use their international career as a way of working for international businesses. Furthermore, good career opportunities were mentioned as a potential driver for mobility. Although, compensation is still the strongest criterion when it comes to choosing an employer abroad, 8% less selected this as their main selection item compared to the 2009 survey. While payment as a motivator of international working has decreased, good career opportunities have increased as a factor from 44% in 2009 to 49% in 2011. This indicates that the global recession has created an environment where career progression is becoming as important as pay levels.
Companies can use that knowledge to implement mobility programs for career progression and personal development. With the help of those programmes, companies can adapt easily to the wishes of employees and satisfy their needs while improving the company’s overall level of efficiency and performance.