mobility matters, S5E1: live from the uk hub! the global talent mobility survey edition

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Lisa: Hey there, everybody. We are bringing a big hello to all of our Mobility Matters listeners, because we are about to start season five of Mobility Matters, which is hard to believe, and we’ve got a great show for anyone who’s new to our show. I’m Lisa Johnson, Director of Global Consulting, and I am so excited to be one of the hosts for this year, along with the fabulous Chris Cole.

Chris: Thank you very much. What an introduction. As mentioned, I’m Chris Cole, Director of Global Talent Mobility at Cartus, and I am equally, if not more excited to also be co-hosting Season Five of Mobility Matters. And talking of exciting news today, we’re joined by our very special guest, Maria Cooper, Global Talent Manager. And welcome, Maria.

Maria: Thank you so much. Thanks for having me. Great to be here. Looking forward to catching up.

Lisa: That’s great. Well, we’re so glad you could join us today, because we did want to make it really special for our kick-off for this season and do it in style, and that’s why we are here in the UK hub of Cartus, and so it’s really special to be live and doing this in person. So today we have an exciting episode, because we are going to be leading off with our Global Talent Mobility Survey for 2026 and it is hot off the press. It’s burning my fingers as we’re talking about it. Literally, we barely had a chance to even look at it, but we want to share with you some of the highlights on this, and it’s something that only happens every two years, so it’s coming out. We’re excited to start talking about it with you, with the listeners, hear from you the kinds of things that resonate with you. We’ve focused on strategy, we focused on priorities, challenges, what else, trends, and we had respondents from every region, and huge thanks to all of our listeners who participated in the survey, because great data in means great data out, and so we picked some of our favorites and highlights to share with you on this episode today.

Chris: Absolutely, and if, if I can just quickly say, if anybody hasn’t downloaded it already, then be sure to visit Cartus.com to get your copy, or email cartussolutions@cartus.com.

Lisa: Fantastic, exactly, it’s available right now. So, well, I’ll get it, and so let’s get into it. Let’s get started, and start with the survey headlines, and I’m just going to pick the things that come out right up front in the survey, which are those priorities and challenges, and so I’m just going to share those with you, and then we’ll kind of get some input from each other and have a conversation about it. So, key mobility priorities, we’ve got three, and the first one is to improve in-house mobility processes and optimization, and everyone looking for getting rid of that friction, making enhancing the experience for everyone, and just improving on the processes, and I think the more our teams that we work with out there, and many of you listeners have fewer resources on your global mobility teams, and the more your stakeholders are looking for, you know, metrics and, and fewer points of contact. More people are looking to say, how do we make this better? So that’s the top priority, and I bet it resonates with a lot of people, and I’m gonna ask you about it in just a minute.

The second is improve the employee experience, and I feel like those kind of go hand in hand, right? If you get things better, you reduce that friction, you reduce delays, it improves the employee experience, but no surprises that improve the employee experience is big. And the third one is compliance, there. So those are the top three priorities. And then we wanted to share our top three challenges, but this year there were so many different competing challenges that we actually ended up with five, because the first challenge is tied – it’s two that are tied together, and that’s rising mobility costs. I think we – I’m seeing heads nodding. I think we can all relate to that, and immigration, which – what a year, immigration is always a challenge, but the fact we’ll talk about a little bit further in the episode, but you know this is a wild ride that we’re on with immigration, in especially in the US right now, but lots of parts of the world. Then the second challenge is extended business travelers and remote workers, so that’s still out there. I think there’s reasons for it, and I maybe we’ll touch on that.

That today too, but certainly it’s a challenge, and then achieving a more flexible approach to mobility is the third, but it tied with calculating mobility ROI, so those are all kind of exciting topics and interesting topics that I want to talk about, but you know what, I’m going to throw it over to our special guest, Maria and I wanted to specifically ask you about that balancing act between the employee experience and mobility cost and companies trying to work with that. What were your thoughts?

Maria: Yeah, I mean, the trends, obviously, that you’ve already discussed there, we’re seeing a lot of, so you’re seeing the uneven volume, you’re seeing the cost transitions, tighter immigration. There’s so many different areas that we’re seeing a lot of companies are still moving talent, but they’re choosing the lower cost, like you say, rather than putting too much into it. So they’re looking at more short-term assignments, business travel, and domestic moves, so you know we’re also hearing the employee experience that employees are having more say in what they want, so we’re looking at different options for that side of things as well. So their expectations are higher than they’ve ever been before, they view before, they know what they want, so there’s a lot there that is opening up a lot of conversation with phones as well, so yeah, so it’s a balancing act, it’s cost, it’s companies are trying to improve the experience and that high touch support that we’re trying to deliver to people as well, so it’s it’s a lot, and we’re all seeing the same kind of thing across board.

Chris: Absolutely, and thank you for that. And I think it’s also important to call out, and I think you touched on this earlier, Lisa, right? It’s that trio of themes – we’re getting the employee experience, we’re getting the cost, and we’re also getting that flexible requirement that you were just mentioning there, Maria. And just how often that flexible mobility comes up throughout this report is, you know, it’s surprising, but I think we’re achieving a more flexible approach everywhere now, and it’s ranked as the third biggest challenge, the fifth highest priority, and it’s one of the main reasons that companies are reviewing their policies this year, and on top of that, 48% of companies have already introduced or are actively rolling out flexible mobility policies, and then finally another stat here, another 23% are seriously considering it.

So, you know, we’re just seeing this continuing to kind of gather momentum and interest across our client client base, and what’s interesting is how closely this aligns with what we’ve heard at our recent EMEA roundtable across industries, across companies. They’re re-engineering their programs specifically to build in more choice, and that kind of personalization again.

Maria, you were mentioning they’re giving them more choice in terms of what they’re actually after when they’re relocating. One member talked about kind of core/flex model creating kind of more human centric approach and experience, another described stepping away from the kind of one policy model fits all, because that didn’t reflect what the employees actually needed or wanted, so you know, we’re seeing a lot of participants saying they’re trying to strike that balance between the cost, between greater employee experience, whilst also simplifying processes, because you know, we don’t want the employees to be overwhelmed with the mechanics of the policy of the choice, so and I think you know, even in organizations where regulatory restrictions limit how far flex can go, they’re still kind of pushing the boundaries of what they can, you know, offer the employees in terms of that flexibility there, so I think you know, although sometimes we kind of maybe joke that people must be tired of hearing about flexible mobility, perhaps the kind of opposite is true. Are you finding that?

Maria: Yeah, it’s no longer a trend, it’s an have to have kind of thing. It’s an experience that the employees want to choose their own, right? You know, it’s all about that again, that employee experience, making sure your employees are getting what they want out of it. I know when we’ve back in the day, when we first started looking at flex and that side of things, it was, you know, what can we do to make this experience better for our employees, and that’s what we’re looking at now. We’re looking at that trend more, so it’s interesting that flexibility is a nice to have, it’s part of the whole experience, and the employees know what they want to get at this. Again, like we said earlier, many of them have already moved previously, and whilst sometimes they are always looking at policy, they’d like to choose what they want out of this as well. So I think that’s nice.

Lisa: Well, and I think it’s really interesting, just, and this is another part of the trend survey findings is looking at inclusive mobile. Equity, and really, about, you know, that it’s all about the employee experiences. What are those emerging employee needs? They’re, you know, unique sometimes, and not, you know, there are plenty of people who have moved before, so they know that this would really benefit them or another in their choices. But for those who haven’t moved before, just seeing what different options are, it just reminds them of the kinds of things that they, for their families, would need, and you know, a lot of times we talk about it as wow factors with clients. So, we did ask, you know, what are some of the newer ways that you’re adding in your flexibility to your policy, and what are some of those new choices, and a couple of things stood out to me.

One was just this idea of being able to opt to bring a person with you on your home finding trip, or on your final trip to the new location, if you’re single, or if you’re a single parent, because your employee wants to dive right into their job, so if they’re arriving in the new location and they have, and they’re a single parent, they have family members with them to have a friend or family member who could come with them for that trip and help them get the house set up, help the kids get into school, and if you’re going on a home finding trip and you’re a single employee, some of our clients have added that as an option for some people to pick, just so that you have a friend or, you know, a close family member who comes with you to look at the new location, so it really makes sense in that.

Maria: We have clients as well who have added even like different things for family members back home. So, you know we’ve had clients where they’ve got bigger families, they look after their parents as well, so they’ve added flex options to benefit for that as well, but there’s built two different areas that we do look at that they are adding those best properties for.

Lisa: Well, independent parents, that’s a whole topic that I think we might have to have an episode on, because it used to just be, you know, in Asia it was very common, or maybe in Latin America, like a cultural thing, and now I feel like maybe there are enough in the multi-generational workforce, there are enough people who, for whom their parents are aging, and they are, you know, it becomes a potentially a barrier to make the move. So, how can the company support them so that they’re able to have peace of mind and have support for their parents, whether they’re moving with them or not? So, I think that’s an interesting topic as well, but covering pets, covering gym memberships, just looking for new ways to wow your employees and excite them about the policy and about the options and support is really coming out.

Lisa: It’s also like they built up to the client experience with it as well, so it’s then cost saving to the client. Again, one of the reasons we looked at flex for one client is because they will get so many exceptions, so things like temporary living, people weren’t pushing themselves to do what they needed to do to come out of temporary living. When it’s a flex option, it’s a different, discussion.

Lisa: Right! So, well, and it really impacts when we’ve had so many strong results of the reduction, significant almost more than 90% reduction in exceptions for people who take on that flexible choice, because you and you can predict the budget. Yeah, but there are lots of pros, and we’re not, we know that there are clients out there who don’t feel like that it’s they’re ready for core flex, but flexibility comes in a lot of different shapes and sizes. There’s flexibility in how you create flexibility within your program, but maybe that’s I want to hear about some other things that are coming out.

Chris: Well, survey was just going to add, just lastly, on the flexibility piece. Some of the clients that we’re working with is very closely aligned to kind of ESG, right, environmental social governance, so they’re adding benefits for the employees to be able to feel like they’re giving back as well, discard, donate, move for hunger. So, again, you know, it just really ties to maybe some of their other company goals, but also giving the employee the opportunity to take those, those policy items.

Lisa: Yeah, the feel good, and feeling good about the company you work for. And if HR is doing it, then why can’t mobility do it too, that’s a good point, a really good point.

Chris: Okay, so let’s now move on to immigration when we’re back, and yes, you’re like this, you’re like this stat, right? So went back, checked our 2024 survey, immigration was almost an afterthought, it was coming out ranked number 11 in the list of top mobility challenges today. It’s the drum roll number one number one item in terms of the mobility challenges. So, Maria, I’m sure the clients you support have also identified immigration as a primary challenge this year. What are companies doing to try to mitigate risk? What are the contingencies that our listeners can put in place?

Maria: Yeah, you’re right, it’s a primary challenge, and it’s one that we’re coming up against a lot at the moment. It remains the biggest pressure point, so companies are dealing with more scrutiny around documentations. Variability in process and times and alignments, it all aligns directly with move and how things are going on. So they’re looking at their lead times, they’re looking at, you know, when, when is the best time to start this, or having to start things earlier rather than later. Previously, people would go, they’ve been a movie, a couple of weeks, we can’t do that anymore, it’s not possible. So most organizations seem to be focusing on tightening governance and improving visibility. They’re looking at planning longer lead times to avoid last-minute filings. They’re looking at stricter free travel assessments, so business travelers don’t accidentally trigger an issue. Yeah, clearer categorisation of the traveler, there’s lots of different things that we can add compared to what they used to look at previously.

Lisa: We just had, I think it’s been the season of round tables and client roundtables. We just had one in the Americas as well, and this was such a big topic. And so I will address the elephant in the room, which is what’s happening in the US, and I know that the complexities that you just talked about, Maria, are true globally, and we could pick different locations, but right this minute, since January, with some of the new approaches that the US current administration has been putting in place, a lot of our clients have actually, since January, started to write new policy, immigration policy, because one that cost, and we talk about reducing the cost, that you know it’s $100,000 to sponsor an H-1B visa, and any of our global clients, whether they’re headquartered in the US or just have large populations going into the US, are really having to consider, are we going to some have said we’re not going to pay for that for anyone, others, because of this, you know, we’re still in a talent, you know, competition with, you know, there may be some very special, specific roles that have to be filled by very few people that have those skills, and so they’re saying, okay, there are a few people, we will pay the $100,000 for the H 1b sponsorship, but they’re also talking about, you know, okay, we’re not going to sponsor.

They used to guarantee that we’ll help you get your green card if you start to work with us in the US, and now they’re saying that is not guaranteed at all. We won’t be doing that because of the complexities of the process and the fees and the timing, and so some companies have said, like now, right when you’re applying for a role, if you are green card, or if you’re going to need that, we want you to meet with our immigrant immigration consultant to talk it through, so that you understand what the impact will be, because we’re not going to be automatically sponsoring those things again, and then, like, just in other parts of the world, people get going home for a visit and not being able to re-enter to come back to work, and they’re stuck at home, and so companies have started to put in their policies, if you’re stuck for 30 days, you can work from the, you know, your home location; if you’re stuck for longer, you need to take a leave of absence.

It’s very interesting, and it’s very volatile, and so we saw a lot of companies that were participating in this roundtable, where we did a deep dive into immigration, really talking about, well, what are the sharing, what are the policies they’re putting in place, so never a dull moment, and immigration is always such an important piece, but right now, with this situation happening in, in the US, that’s impacting so many global companies, I, you know, I’m not excited to talk about it, in that it’s positive, but it’s, it’s, you know, it’s very real happening right now.

Maria: It’s a learning, isn’t it? Everybody’s learning, remember that it’s happening at the moment.

Chris: And that lines up with what we heard during another client roundtable that we just had as we sit at a roundtable, so immigration and right to work checks are now influencing kind of every mobility decision, even business travel, remote worker scenarios that used to feel fairly straightforward. There’s a real sense that one small oversight can snowball into those tax issues that you were just mentioning there, about, you know, time in a location.

So, I think even crisis level contingency planning for people getting stuck in the wrong location, so that’s certainly something that’s coming up more, more, and more often. And on that note, I’m going to grab the chance for a tiny, shameless plug of our own. If you’re thinking about building crisis management plan, or if you’re knee deep in one right now, we’ve put together a really handy resource for our listeners. So, our top 10 crisis management tips – it’s short, it’s practical, and one of those things that you’ll be glad to have before you need it, so you can download it over a carters.com or get in touch with us on LinkedIn for your copy.

Lisa: That’s great, I think it’s, it’s always the right time to be thinking about and getting your crisis management plan in place before you need it, and but some of you, I just. Because of where the times we’re living in are in a crisis right now, so that’s a great reminder, and nothing shameful about from what I’m at, it’s a good list, it’s a really good list. Okay, so I would like to move on to mobility ROI. It was one of the top three challenges of our five top challenges that tied in there, and it’s really interesting because actually we did you a quick cut of the data and looked at sort of who was talking about mobility ROI in their programs as a challenge and we found that some of the companies and you know who you are some of our listeners who are a little bit more mature in their strategies actually had that even at a higher number in those challenges, because they recognize that it’s more, it is a challenge, right.

So last year we decided we were going to tackle this, and we’re going to do a whole episode on this a little bit later in the season, so we’ll just cover it a little bit now in our highlights, but it’s very interesting because one of the reasons why mobility ROI strategy is so difficult, is that there isn’t a universal definition for it. People are thinking about it in different ways, it’s not something simple to just define. And so last year we did a couple of focus groups, not just round tables. We could do focus groups too.

We did some client meetings and got people who are interested in this together, and I just said, let’s start by defining it. How would you define it in your organization of what mobility ROI is? What are you measuring? And we said, is it productivity, is it talent, is it cost, is it global growth? And by far everyone was interested in some of these, but by far the one answer that really was the most salient was around talent linking mobility to talent, and so we did do some research with in this trend survey around how companies are defining success, how are they measuring success, and are they linking their mobility program to talent, and we were talking about this the other day, it’s really surprising how few companies have a formal talent strategy of linking mobility talent, they all agree, and there’s something informal in there, but it’s not formal.

So I think that that’s something where we have an opportunity for companies who are ready to go to that next level. How can you formalize that? And we’ve actually put some practices together on how to make that happen, so I think that that that’ll be exciting to talk about a little bit more, and if you’re interested in this, start by diving into the survey, which is available already online, as Chris mentioned earlier, but Maria, whatever, what are you thinking about mobility ROI? Talk to us a little bit about that. In terms of how you thought about mobility ROI.

Maria: Mobility ROI is absolutely rising in importance. No doubt, no doubt about it. Most companies are still very early in their journey until date becomes more integrated and success metrics are clearly defined. Mobility teas will continue to start to tell a full story. So, again, like I say, it’s very early, but they are like I say, investing in their talent, they’re looking at those areas and how they’re going to do that, but it’s all to do with that time and that budget, looking at how they’re going to address us. So I think the support is needed for everybody on how they’re going to address this going forward

Lisa: Well, and it’s I think it’s interesting when you think about sometimes you can do a checklist of what you already have in your program, and some people are doing it, but not consciously doing it, right? So we know that some companies have a formal strategy for choosing candidates for an international assignment, but it’s only about 34% but that’s a third, I think that’s pretty high, and you know that it’s not just do you have a passport and are you willing to go, but actually there’s some other things that we’re looking at in terms of the risks that might end them and the motivation and people’s readiness to go on assignment, and then the same is true for repatriation, so few companies that are thinking about repatriation as how do I link this person’s new competencies, new experience into the new role they’re going to take, or do we care?

Maybe some companies have what I call happy attrition. Somebody finished their assignment, they did great, they did what they want to do, but we’re not necessarily in a position to offer them a role now, and we’re okay with that. Well, that’s okay, but let’s do things intentionally. So, I think we’ll go into this more on another episode, because we still want to cover some things, but it is really interesting.

Chris: Okay, I’m afraid it’s time for our final question, and I’d love to know what your standout stats were from the report. What’s the one that you were most surprised about? And I’m going to share mine first to give you both, I to consider. So, I’m going to kick off. So, something new in this year’s report is that we asked what companies are doing specifically for C suite and executive moves, and the results really highlight where the white glove service still plays a big role.

The majority of companies are offering some level of pre. Premium support, the stats here were 61% provided dedicated relocation advisor or VIP service team, 52% offer fully customized packages tailored to the executive and the family, and we’re also seeing 36% providing premium housing options, and 28% supporting private school search or education allowance, and I think you know what’s interesting, in contrast, is nearly a quarter of the companies don’t offer any special treatment at all, so often because maybe that’s the culture it prioritizes equity, or maybe they just don’t move many senior leaders in their, in their sort of program, but for those that do, they invest heavily at the executive level, and the reason is pretty straightforward. Senior level moves carry higher, higher stakes.

So, and you know, you’re talking about return on investment earlier, Lisa, right? That this kind of like feeds back into that as well, right? It’s really critical that those are successful in terms of the moves, the report also shows that 22% of the companies experienced failed relocations, with the top reason being employee or family not settling in, which is exactly the kind of risk that that high touch support helps to prevent, so you know all of this sits against the backdrop of one of the biggest themes, which is rising mobility costs, so companies are trying to balance offering that concierge level support to where it matters, while still keeping a close eye on their spend. The way that many organizations are managing this is deliberate policy designs, tiering core flex again, going back to that flexibility topic again. All purpose-built executive packages, and in fact, 70% of the cost-saving strategies identified in the report relate to policy redesign or policy restructure, rather than just cutting benefits across the board. So, the pattern is clear. Protect the high touch elements where a failed move would be most expensive, and drive savings through smarter program structure and process, not simply by stripping away those benefits. So that was mine.

Lisa: It’s such a cool topic, because it’s so important in terms of the success of an organization, and we, I know both of you are seasoned, you know, leaders of accounts and companies and clients that we work with, and when you’re moving that CEO, you’re moving that very specialized talent that will make a difference in an organization. I mean, people are going to invest in that, even if cost is an issue of overall, there are certainly places that where people are willing to invest.

Chris: Absolutely it makes perfect sense, and we’re seeing that, you know, the white glove service is a real great fit for certain clients, and I think that’s one of the strengths of Cartus, and it’s going to continue, so yeah, it’s a great topic, and, like, like you said, maybe there’s an opportunity to deep dive a little further.

Lisa: If you haven’t covered it all! No, there’s still lots to say on it, so I’m excited about that.

Maria: Yeah, so for me, I was generally surprised about the domestic, the need and the surge for domestic inter-country mobility. It tells us a lot about where mobility is headed and what companies are prioritizing right now. The number that really stood out to me was the eight to 9% of companies now have non domestic move policies and I know, Lisa, it’s something that we’re working very closely on with one of our clients at the moment. We’re digging out into dig, sorry, digging into what matters most with their business, so we are benchmarking against the market, we’re helping them understand what is best for the domestic side of things. So, again, I think domestic is a lot, there’s a lot more to come on that, maybe another broadcast.

Lisa: That’s right, watch this space.

Maria: So, yes, that’s one that really stands out for me, Lisa, what about you.

Lisa: Yeah, all right. So, I had so many, and you all picked all my favorites, but I’ll try and find some. There’s so much more to pick out here, but I really think that, you know, one of the things that we dove into, in terms of technology, we had a couple of different technology questions in the section, but one was around, you know, how companies want their employees supported, and you know, we’re always doing a check-in on this to see, is it moving away from that human touch and away from that human factor, or is it more of that, and it’s really interesting because of the data, you know.

Well, it’s interesting, I don’t know that it’s a big surprise, but 67% of you out there, you listeners, are saying we want this hybrid, we want technology when it’s available. Maybe it’s the optimization and reducing friction. When I can do something myself and press a button, I want it, but I also want the human person out there. I want to be able to go to someone when I need them. And you know, check in on things, so they want the, a little bit of both, right? The hybrid, and I think a lot of companies are comfortable with that, even in our day-to-day lives, we’re more and more comfortable with, you know, you like to take care of something on your phone on an app, but then when something’s going wrong, or you have a question, you want a person to talk to, you don’t want to just sit there and talk on the app, so that was true, and but then 33% more than a third, right, are saying that they want a human-centered support for their employees, because they recognize the complexities, and we haven’t even touched on all the complexities out there today, but the complexities that they’re dealing with, and they’re like, it’s worth it for us to have this more traditional managed move, and the human factor.

I thought, what was most interesting was what people didn’t respond to, and we had talked about this before. Not one company said they want a technology only support for men helping their employees move, and there are companies that have tried that in the past, and you always need the opt out. I mean, we just, we just know that. So, no one said that. So, think about that when we’re talking about, like, later in the season, lump sums or versus the traditional moves, you know, strategies. Nobody wanted it to be technology only, and so that’s a, you know, huge call out that we’d love to hear from you all and our listeners on, you know, what are you? I’m looking at you as the mic, all in thought there, just to hear, you know, what you know, your, your reaction to some of this, and what your feelings are about that.

Chris: It could be good to deep dive, right? Is it by demographic, is it by level, is it by move type, right? What is the driver of where you kind of find that shift, because you know, just going back to my favorite stat, which was about the executive c-suite, we know that they need that personal touch, so you know that’s where that delivery is coming in. So, it’s a really interesting topic.

Maria: And that’s not always based on the higher level, either anymore, they’re looking at lower levels as well.

Chris: So, there we go. All right, so that’s what we’re seeing. We look forward to hearing more from our listeners. Hopefully, they’ll share their company programs with us.

Lisa: Absolutely. Well, this has been exciting. First episode, right?

Chris: This feels like the perfect place to kind of wrap up our first episode of season five. Right, we barely scratched the surface of a lot of the topics, except for the c-suite session. But if you want the full story, you want the charts, the trends, the surprises, the bits that we didn’t have time to gossip about today, then make sure that you download the full report from Cartus.com.

Lisa, thank you for being an amazing co-pilot for today’s episode. Couldn’t have asked for a better partner to kick off this season with, and Maria, huge thanks to you as well for being our first guest, I think she set the bar very high now, right?

Lisa: I know! We may have to have her back.

Chris: Definitely, absolutely. Yeah, there’s a, there’s a high bar, so no pressure to future guests. We still welcome you for your guests.

Lisa: Yeah, so I’m really excited about what the season holds, and this was a great way to kick it off, and really fun, and to get some of you listeners out there back who’ve been here before, and some new listeners as well.

And think what’s really important to remember is that this podcast is for you, so if you have an idea, a topic that you want us to focus on, we’ve got some plans already, but we are very flexible. Another topic of the season, du jour, so please bring those in, and you can contact us at cartussolutions@cartus.com or just reach out to your favorite Cartus contact that you work with regularly, or know, and let them know, and they’ll pass it on to us, but really excited, and we will see, we won’t be coming live every time, but we’re really looking forward to it. It’s going to be a fun season, so just get ready, set us on your speed favorite podcast, and we will talk to you soon. Thanks for joining.

Chris: Thank you for joining.