This might even be preferable to many workers looking for new opportunities without physical relocation. Global mobility managers and leaders alike must navigate these new iterations on relocation, while complying with applicable laws and regulations.Ĭase in point: A recent BCG survey across 190 countries found that 50 percent of 209,000 respondents were open to physical relocation, but even more – 57 percent – were willing to work remotely for an employer that does not have a physical presence in their home country. Moreover, virtual assignments are gaining traction amid remote work as an added option for companies looking for the best global mobility model for their business. Those responsible for drafting mobility policies are now faced with commuter or rotational assignments, as well as cheaper expat-lite or local-plus policies designed to better suit employees’ specific situations. Today, parallel to the traditional mobility policies of either permanent transfers or varying-term assignments, global mobility managers are developing alternative policies. The problem: implementing an integrated global mobility and remote work policy The result: Make the world your talent pool.The solution: symbiotic technology and partnerships.The problem: implementing an integrated global mobility and remote work policy.

Curren$y the game plan