Policy (R)Evolution: Future-proofing Your Mobility Program
Another Core/Flex Piece?
Core/flex policy continues to make waves within the relocation industry—and for good reason!
The injection of personal choice and flexibility into a mobility program is proving successful across a number of criteria, from talent acquisition and user satisfaction to cost containment and exception reductions. It’s no wonder this remains a hot topic for both relocation management companies and those building technology interfaces.
While there are numerous resources that highlight the outward impacts of core/flex—many of which outline the compelling benefits and solid theory behind the approach—the key to success is a strong strategy for implementation and execution of this change in policy. The cautious Mobility leader will find themselves asking, “Is core/flex the right solution for my company? Is this a temporary trend? What is the next new trend?”
Our team at Cartus considers the move to core/flex less of a destination to establish a new status quo and more of a first step in an ongoing journey. The infrastructure and program transformation made possible by adopting core/flex into an existing policy enables companies to develop their relocation model organically and evolve with their priorities in the future.
Strong Roots, Healthy Shoots
Even the most comprehensive and well-received relocation packages can lose impact if they remain static. The inherent flexibility of core/flex models drives growth and change—at a smaller scale—allowing your program to grow in the direction that delivers the most value to your company and your employees. With employee parity secured through the availability of choice rather than the offering of identical packages, changes are less disruptive, thus sidestepping the upheaval of a future total policy replacement. Meanwhile, a strong foundation serves as the core of the program—providing the services and support your organization deems essential.
Imagine some of the most disruptive scenarios to a relocation program:
- Budget reviews drive a need to make immediate, significant reductions.
- Talent management strategy seeks to better attract new generation of employees.
- Global handling fails to meet local needs, disillusioning individual market stakeholders.
Now consider the alternatives enabled by a policy better equipped to evolve and grow—avoiding a breaking point when total redevelopment becomes essential:
- Ongoing savings—proactively presented and enhanced via data-driven adjustments
- Added services—catering to emerging demographics without alienating existing groups and seamlessly integrated
- Dynamic management of local needs and policy builds provides tailored framework
The events of 2020 have disrupted mobility, thus accelerating and popularizing the development of alternative support means; several new service options were born of necessity, with many expected to remain in use to meet a wider variety of needs.
Emergent technology with enhanced user interfaces and increased capabilities are helping companies to analyse and present data. Policies once difficult to manage are now not only achievable but essential to future growth.
As discussed in “Nurturing an Evergreen Mobility Program through Core/Flex” by Larry Ghirardo, VP, Global Talent Mobility and Alex Harris, VP, Global Talent Mobility, Cartus, harnessing data can empower companies to adapt effectively to global shifts both now and in the future.
If your organization—whatever your program volume, scope, or goals—is considering core/flex or a more dynamically evolving policy, our team at Cartus is available to assist you at email@example.com.