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PT In today’s globalized economy, talent mobility is more than a business necessity—it’s a strategic advantage. But relocating employees across borders isn’t just about visas and flights; it’s about ensuring people and families are fully supported before, during, and after the move. While many companies cover the basics, they often miss key elements that can determine whether an assignment succeeds or fails.
Below, we explore six critical components of a successful global mobility strategy that are frequently overlooked and why they matter more than ever.
1. Preview or Look-See Trips
Before accepting an international assignment, employees need to understand what life will look like on the ground. Preview or “look-see” trips offer assignees a chance to visit their potential new home, explore neighborhoods, schools, and commute options, and get a feel for the local culture. This reduces the likelihood of culture shock, clarifies expectations, and boosts confidence in the relocation decision.
According to a survey by Cartus Corporation, companies that offer preview trips report significantly higher success rates for long-term assignments and lower rates of early returns (Cartus, 2021). The opportunity to experience the destination firsthand enables assignees to make informed decisions, resulting in stronger engagement and a smoother transition.
2. Temporary Accommodation
Finding permanent housing in a new country can take time, especially in competitive or unfamiliar real estate markets. Temporary accommodation provides a vital buffer, allowing families to settle in gradually without rushing into long-term housing decisions.
Well-located, short-term housing also gives assignees the flexibility to explore different neighborhoods, schools, and commute routes before committing. More importantly, it ensures immediate comfort, safety, and stability—key factors in reducing relocation stress during the initial adjustment period.
When companies fail to provide temporary housing, the onboarding process becomes rushed and chaotic. A study by Worldwide ERC shows that adequate short-term housing is closely linked to higher satisfaction among relocated employees (Worldwide ERC, 2020).
3. Cultural Training and Orientation
Cultural misunderstandings are one of the top causes of assignment failure. Language barriers, different communication styles, business etiquette, and even social norms can create friction that affects both personal and professional integration.
That’s why comprehensive cultural training is no longer optional—it’s essential. Customized programs that address the local culture, business practices, family dynamics, and social expectations equip assignees and their families to adapt confidently and respectfully.
According to the Society for Human Resource Management (SHRM), cultural training can increase assignment success by up to 50% and significantly enhance employee performance abroad (SHRM, 2022). In today’s interconnected world, cultural agility is a business asset—and one that can be taught.
4. Local Bureaucracy Navigation
Opening a bank account, securing a driver’s license, registering for utilities, and enrolling in healthcare are deceptively complex processes in many countries. The lack of familiarity with local regulations, language, and administrative norms can lead to delays, frustration, and lost productivity.
This is where expert relocation support makes a tangible impact. When companies partner with relocation providers like LARM, they benefit from hands-on, proactive assistance. We help assignees complete essential administrative tasks quickly and correctly—saving time, reducing stress, and ensuring compliance.
The Expat Insider Survey by InterNations (2023) reports that navigating bureaucracy is one of the most challenging aspects of expat life, ranking just below language barriers and cost of living. Simplifying these processes isn’t just helpful—it’s essential.
5. Spousal/Partner Support and Integration
Relocation is rarely a solo journey. In most cases, spouses or partners accompany the employee and face their own set of challenges, often without the built-in structure or community that the employee receives through work.
Without support, accompanying partners can struggle with isolation, unemployment, and a lack of purpose. This emotional toll frequently leads to assignment dissatisfaction and premature returns. Yet, this element is one of the most frequently overlooked in global mobility programs.
LARM supports accompanying partners with tailored services including career counseling, volunteer opportunities, language classes, and community networking. Research by Brookfield Global Relocation Services (2022) highlights that spousal dissatisfaction is among the top three reasons international assignments fail. Companies that invest in the well-being of the entire family not only protect their investment, but they also enhance employee retention and loyalty.
Repatriation and Departure Services
The end of an assignment is just as critical as the beginning. Without proper planning, employees returning home may face reverse culture shock, logistical hurdles, and reintegration challenges.
Departure services should include everything from lease terminations and property handovers to emotional reintegration coaching and career planning. Companies often forget that repatriated employees have gained valuable international experience, and losing them due to poor repatriation support is a costly mistake.
According to PwC’s Global Mobility Report (2023), 22% of returning employees leave their company within a year if they feel unsupported during repatriation. That’s why structured, empathetic departure support is a smart long-term retention strategy.
How LARM Supports Strategic Global Mobility
At LARM Group, we understand that successful global mobility requires more than logistical execution—it demands strategic, human-centered planning. Our services go beyond the checklist. We partner with HR teams and relocating professionals to create experiences that are not only efficient but also enriching, inclusive, and sustainable.
From preview trips and cultural training to partner integration and repatriation, LARM tailors every detail to ensure a seamless journey for both the employee and their family. With local experts across Latin America and the Caribbean, we handle every step, so companies can focus on what matters most: their people.
When mobility strategies include the often-overlooked elements, organizations unlock greater performance, stronger engagement, and global success that truly lasts.
Sources:
• Brookfield Global Relocation Services. Global Mobility Trends Survey Report. 2022.
Note: Now part of SIRVA.
https://landing.sirva.com/rs/265-GNT-197/images/SIRVA_BGRS_2022_Pulse%20Survey_The_Growth_of_the_Employee_Mobility_Function.pdf?utm_source=bgrs-website&utm_medium=content-download
• Cartus Corporation. 2021 Global Relocation Survey. 2021.
• InterNations. Expat Insider 2023: The World Through Expat Eyes. 2023.
https://cms.in-cdn.net/cdn/file/cms-media/public/2023-07/Expat-Insider-2023-Survey-Report.pdf
• PwC. Workforce of the future: The competing forces shaping 2030. 2023.
https://www.pwc.com/gx/en/services/workforce/publications/workforce-of-the-future.html
• SHRM. “The Business Case for Cultural Competency.” Society for Human Resource Management, 2022, www.shrm.org/hr-today/news/hr-magazine/0222/pages/the-business-case-for-cultural-competency.aspx.
• Worldwide ERC. “Temporary Housing Trends.” Mobility Magazine, 2020.