Incentives for mobilizing a global workforce
Published June 5, 2013 6:41 PM
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Updated June 5, 2013 10:44 PM
1 Min Read
Job security
This is the single biggest determinant of an employees decision to accept an international assignment. Nearly half (45%) of all international employees surveyed select repatriation assistance as the No. 1 incentive their employer could offer them; a guarantee that you could move back to your current role after two years with further relocation assistance would make them much more likely to take the job.
Country visit
Employees desire for a safety net is followed closely by incentives that address the fear of the unknown. In fact, 43% of employees wanted a paid trip to visit the country before agreeing to move there.
Family concerns
Tied for second place, 43% of employees wanted the option of round trip airfare to return home for family visits. For dual income families, relocating employees in many cases must be viewed as the relocation of the family unit as 43% indicate they would want their employer to provide immigration assistance for their spouses career development in the new country.
Paid language training
For 42% of employees, employers that provided language training (if necessary) would encourage them to transition to an international assignment.
Education to improve career skills
Similar to language training, 41% of employees would want their company to provide education courses to upgrade their skills.
More money
Surprisingly, a higher salary wasn't the main motivating factor for employees deciding or interested in relocating for their company. Only 41% of employees would require a 10% pay raise to work abroad.
School tuition for children
As previously mentioned, relocating an employee often means relocating the entire family. For 38% of employees, if their employer provided paid school tuition for their children they would be much more likely to take the international position.
