Mobility - February 2021 - 31

Focus on Employee Experience
Including families, the impact of software
and technology, and DE&I

24-hour help hotlines that were set up for assignees
during the early days of the pandemic when everybody was on edge, and more frequent discussions
about how to reduce stress for assignees.
" The last year has been a difficult experience for
everybody, and I think we're in a much more comfortable space in how we support mental health, " says
Johnson, who believes the conversation about mental
health in the relocation industry is 10 years ahead of
where we might have been without the pandemic.
" We're more focused than ever on the well-being of
assignees and their families, and that's exciting to me. "
Opportunities for more transferees, which helps
everyone. Johnson points out that 2020 wasn't only
about the coronavirus.
" The social justice movement that ignited from
the killing of George Floyd wasn't just a U.S. experience. It triggered a response from other countries and global companies. CEOs stood up and
said, 'We need to do more.' "
Johnson thinks this won't go away in 2021. She
cites research that Crown did in the waning days
of 2019 before all of this happened, that showed
that while most companies recognized that diversity, equity, and inclusion was a critical priority,
most mobility teams don't have a diversity focus
in their programs. Mobility teams will need to
start adding that component because research
shows that having international experience can
help professionals get ahead. Having diversity
programs embedded in mobility strategies would
help further that goal.
But DE&I would also help companies become innovation hubs. When you have a wide mix of people
with varied backgrounds, knowledge, contacts, and
values, spread out around the world, those corporations' brain trusts arguably have far more depth and
substance than companies that are more limited.
" I'm looking for those companies that focus on
diversity in their mobility programs to lead our
industry, to lead loudly, and say, 'Let's make this
a mandate.' I think a lot of people would be very
excited about that, " Johnson says.
Whether that happens in 2021 or not,
Johnson says, " I don't see this social justice
movement going away. "

31
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Fortunately, says Lisa Johnson, the director of
world mobility consulting services for Crown
World Mobility, the employee experience in 2021
looks to be much better than in 2020, with several
improvements likely in store.
Technology will help companies be even more flexible.
Johnson thinks that once vaccines begin to eliminate
danger from social interactions, many corporations
will even be less stringent about where work is done,
as long as it gets done and any compliance issues are
addressed. " It's easy to think about all the things that
we've been missing in the pandemic, but I've been
able to find a lot of silver linings, and one of those
that stands out is the added flexibility that working
remotely has given people, " Johnson says. " I think the
lockdowns have given some companies that were
hesitant about letting people work from home willingness to be more flexible going forward. "
Global employee relocation management software is also going to help mobility professionals,
especially with staying compliant and ensuring
that, for instance, the paperwork of an expat on
assignment doesn't go out of date before he or
she returns home. According to Beroe, a procurement intelligence firm, the relocation management
software market is currently at US$31.5 billion and,
before the pandemic started, was forecast to grow
more than 3% to 4% in 2021. That mobility professionals are more reliant than ever on technology
may mean there will be even more growth.
More attention devoted to assignees-and
their families-regarding mental health. " To me,
employee experience falls under the duty-of-care
umbrella, and I think that evolved a lot in 2020, "
Johnson says. " Companies had to focus on duty of
care, including mental health and well-being. "
She feels that going forward this year and beyond,
it's going to be easier for companies to talk about
mental health and the fact that after uprooting their
lives, assignees may struggle-since as a result of the
pandemic, people may be more open to discussing
these issues, which will be a positive change for the
transferees and the relocation professionals or corporate executives who work with them.
She cites, for example, mental health webinars
that are becoming more common in the industry,


http://www.worldwideerc.org

Mobility - February 2021

Table of Contents for the Digital Edition of Mobility - February 2021

Mobility - February 2021 - Cover1
Mobility - February 2021 - Cover2
Mobility - February 2021 - 1
Mobility - February 2021 - 2
Mobility - February 2021 - 3
Mobility - February 2021 - 4
Mobility - February 2021 - 5
Mobility - February 2021 - 6
Mobility - February 2021 - 7
Mobility - February 2021 - 8
Mobility - February 2021 - 9
Mobility - February 2021 - 10
Mobility - February 2021 - 11
Mobility - February 2021 - 12
Mobility - February 2021 - 13
Mobility - February 2021 - 14
Mobility - February 2021 - 15
Mobility - February 2021 - 16
Mobility - February 2021 - 17
Mobility - February 2021 - 18
Mobility - February 2021 - 19
Mobility - February 2021 - 20
Mobility - February 2021 - 21
Mobility - February 2021 - 22
Mobility - February 2021 - 23
Mobility - February 2021 - 24
Mobility - February 2021 - 25
Mobility - February 2021 - 26
Mobility - February 2021 - 27
Mobility - February 2021 - 28
Mobility - February 2021 - 29
Mobility - February 2021 - 30
Mobility - February 2021 - 31
Mobility - February 2021 - 32
Mobility - February 2021 - 33
Mobility - February 2021 - 34
Mobility - February 2021 - 35
Mobility - February 2021 - 36
Mobility - February 2021 - 37
Mobility - February 2021 - 38
Mobility - February 2021 - 39
Mobility - February 2021 - 40
Mobility - February 2021 - 41
Mobility - February 2021 - 42
Mobility - February 2021 - 43
Mobility - February 2021 - 44
Mobility - February 2021 - 45
Mobility - February 2021 - 46
Mobility - February 2021 - 47
Mobility - February 2021 - 48
Mobility - February 2021 - 49
Mobility - February 2021 - 50
Mobility - February 2021 - 51
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Mobility - February 2021 - 53
Mobility - February 2021 - 54
Mobility - February 2021 - 55
Mobility - February 2021 - 56
Mobility - February 2021 - Cover3
Mobility - February 2021 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility-april-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-march-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-february-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility_122020
https://www.nxtbook.com/ygsreprints/WERC/mobility_112020
https://www.nxtbook.com/ygsreprints/WERC/mobility_102020
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
https://www.nxtbookmedia.com