There is a lot of discussion about what modern mobility management actually means. On one hand, in these times of robotizing and digitalizing, the word ‘modern’ can easily lead us to look at the automation of processes. This standardization helps for compliance and can deliver convenience and speed.
On the other hand, as I have briefly talked about in the Buzz about compensation and benefits, there is a way to allow for maximum freedom of action for the expat. That can also be a characteristic of a modern international company. Companies that choose this path are faced with the question of creating the right budget. Maximum freedom of action assumes the international employees interfere with as little as possible and instead, chooses a passive role in everything that is not directly related to the executive work.
The question is whether employees actually experience maximum freedom during a post when they have to make all the choices themselves, without the involvement of the company. I don’t think so, and in recent international research, 60% of the active international workers named their most important goals as: fitness, health, and improvement of their well-being. In achieving these goals, the employees expect the employer to play a role. But only 30% of all employers actively support the employee’s goal of fitness, health, and better well-being. These figures show a gap between the expectations of both parties and the actual support provided.
Additional research shows that when an employer actively supports the mental and physical needs of their employees, their overall health improves, and stress is reduced. This is very important for the employer. In an international work situation, stress can have excessive influence on an employee. When an employer contributes to stress reduction, there are more benefits than a positive effect on the productivity of the employee. Such support also increases the loyalty of the employee towards the employer, the organization, and the intended result.
Another finding from the research shows that if an employer succeeds at increasing loyalty of an expat, the expat’s commitment to complete the post increases. A loyal employee is less inclined to put their commitment to the side and to make irreversible decisions in the face of adversity. A well-rounded posting has a positive effect on the ROI.
In short, actively contributing to the well-being of an expat can quickly lead to positive returns for the business. That is an opportunity the passive employer leaves on the table, but the active employer will seize without hesitation.