𝟭. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝗿𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 𝗥𝘂𝗹𝗲
The days of one-size-fits-all mobility are behind us. Employees now demand:
✅ 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 (consider International Remote Work, self-initiated moves).
✅ 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 & 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 (DEI, sustainability, and “patchwork careers” blending work, travel, lifelong learning).
✅ 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘀𝗲𝗱 𝗣𝗮𝗰𝗸𝗮𝗴𝗲𝘀 – because a Gen Z digital nomad and a mid-career parent need different support.
𝟮. 𝗚𝗹𝗼𝗯𝗮𝗹 𝗠𝗼𝗯𝗶𝗹𝗶𝘁𝘆 𝗠𝗲𝗲𝘁𝘀 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆
No silos anymore! GM must become a 𝘁𝗿𝘂𝗲 𝗰𝗮𝗿𝗲𝗲𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝘁𝗼𝗼𝗹, in alignment with:
➡️ 𝗦𝗸𝗶𝗹𝗹𝘀-𝗯𝗮𝘀𝗲𝗱 𝗵𝗶𝗿𝗶𝗻𝗴 (geographical constraints are disappearing).
➡️ 𝗧𝗮𝗹𝗲𝗻𝘁 𝗽𝗶𝗽𝗲𝗹𝗶𝗻𝗲𝘀 (hiring worldwide pools through EoRs, remote hires).
➡️ 𝗔𝗴𝗶𝗹𝗲 𝗽𝗼𝗹𝗶𝗰𝗶𝗲𝘀 (reduced LTAs, more short-term assignments, affordable but people-centric).
𝟯. 𝗧𝗵𝗲 “𝗙𝘂𝘁𝘂𝗿𝗲-𝗣𝗿𝗼𝗼𝗳” 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁
◾ 𝗥𝗢𝗜: What is the business value of your mobility program?
◾ 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Is GM accessible to all talent, or just the C-suite?
◾ 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆: How does GM fare under an ESG microscope?
𝗕𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝗦𝗹𝗶𝗱𝗲𝘀… 🔎
Time spent with GM leaders and good friends like Benjamin Bader and insights from emerging pioneers kept me thinking: 𝘵𝘩𝘦 𝘧𝘶𝘵𝘶𝘳𝘦 𝘰𝘧 𝘸𝘰𝘳𝘬 𝘪𝘴𝘯’𝘵 𝘫𝘶𝘴𝘵 𝘨𝘭𝘰𝘣𝘢𝘭 – 𝘪𝘵’𝘴 𝘩𝘶𝘮𝘢𝘯.
Who’d have thought London could serve up Bavarian eatery folklore (yes, pints and pretzels were downed 🥨🍺), poetic hotel design, and sunlight aplenty to put Munich to the test? ☀️
A huge thank you to Crown World Mobility & Mercer for hosting – and to this community for pushing back. Let’s keep connecting!
Paige M. | Michael Grover | Phil McBride | Caitlin Pyett | Jamie Miles
Who’s shaking up GM in 2025? Comment below 👇
hashtag#GlobalMobility hashtag#FutureOfWork hashtag#TalentWithoutBorders
(𝘗.𝘚. 𝘕𝘰, 𝘐 𝘥𝘪𝘥𝘯’𝘵 𝘲𝘶𝘪𝘵𝘦 𝘤𝘰𝘮𝘦 𝘣𝘢𝘤𝘬 𝘸𝘪𝘵𝘩 𝘢 𝘵𝘢𝘯… 𝘣𝘶𝘵 𝘵𝘩𝘦 𝘪𝘥𝘦𝘢𝘴? 𝘌𝘷𝘦𝘯 𝘣𝘳𝘪𝘨𝘩𝘵𝘦𝘳!)
Last week, I got to dive into the future of work at the Crown World Mobility & Mercer conference in London, where we tackled a crucial question: