No wonder the most visited continent on Earth is Europe! It is packed with over 742 million people in 47 countries.

Although the Covid-19 pandemic has greatly reduced international mobility in Europe, the global mobility as a service market is projected to reach USD 40.1 billion by 2030 from an estimated USD 3.3 billion in 2021.

According to Velocity Global, 85% of US and UK tech businesses are looking to expand into new markets. Hence, there are a lot of reasons to expand your business internationally in 2022, such as new revenue potential, access to a larger talent pool, and outrunning the competition.

In this article, we are going to tell you about global mobility in Europe and how to expand your business into different European countries.

What is Global Mobility?

Global mobility is so much more than relocating employees. Global mobility is one of the only areas of the business that touches so many other areas, such as payroll, immigration, corporate tax and so much more.

Global mobility may mean different things into different markets and different companies. We can see that in some companies it’s a very important function whereas in others they may question the function and if they are using it effectively.

Global mobility is becoming one of the core functions of businesses in general. That’s where we see right now in terms of the functionality. Crucial to the business is crucial to the employees, especially to bigger companies that have requirements and needs to relocate people around the world.

So, global mobility is the function that moves the people that move the world of business, knowing that is the supporting factor to their strategy.

How Swapp Agency Can Assist You With Relocating Employees

Swapp’s goal is to not only support the employee and their families, but also the business and many organizations that are going through a lot of change, particularly after the last few years. The mobility function is having to change right alongside with it and ensuring that we’re serving as a strategic partner to support that change in the best way possible.

So, Swapp Agency is essentially the quarterback of everything else that people don’t want to do from a compliance perspective. And with that, we make the company better by moving the talent to the right place at the right time. We make the company run. So, a business plan is a supporting factor to this strategy.

Even doing what we want to in order to be truly global and to have really good applications, we need to have that exchange of resources across different entities and regions.

Diversity, inclusion, and global mobility is a true vehicle in order to support your business. By creating a diversified workforce and moving your people across all the different geographies, you develop business fast.

At Swapp essentially we are moving, finding, and mobilizing the resources that are extremely talented and are out there working for organizations that are delivering products and services that affect every person on this planet.

Global mobility in Europe essentially impacted consumers all over the world. It’s an important area of business that often is probably not known and somewhat overlooked. But essentially, we are helping to move talent around the world. And these individuals are making significant impacts on organizations and the lives of all of our population.

Mobility Challenges Facing Companies

There are a lot of challenges for international organizations with a complex global workforce.

In the past, it was normally sufficient for companies to manage their workforce with one or two simple and relatively clear assignment policies. What we see today is that organizations are increasingly having to operate in a much more complex global environment, and obviously there are also many more types of mobility. When we think about the future, these changes will just increase in pace, especially as workforces become more agile, diversified, and ultimately become more demanding.

Does this mean that mobility teams can now expect more support in terms of resources and budget?

The reality is that mobility teams are going to have to do all of this extra work with less or with the same. More so, the mobility teams are being challenged by their businesses to “re-imagine” mobility as we know it.

What does it mean to “re-imagine”?

There are three key areas where the global workforce will drive change.

Firstly, companies should accept that global mobility in Europe will continue to diversify and should look at how they use their limited resources accordingly. For example, a company might want to move away from a policy-driven mobility program to one which is much more holistic, especially in terms of support from technology and external partners.

Secondly, what’s clear is that global mobility in Europe will continue to become much more human-centric, which is a good thing, but companies need to try and implement programs to support the well-being, development, and recognition of their employees, who are moving cross borders.

The third area is that the actual global mobility function itself is going to change and be it with more automation, different ways of collaborating, and better use of data analytics for example. So, mobility managers really need to understand this and be ready for this change because it will have a huge impact on their jobs.

In that regard, what should organizations do?

Organizations need to take into account these types of themes when they are building their business plans and when they are making their annual objectives.

It is a really exciting time to be involved in the global workforce. There’s a huge amount to think about, there’s even more to do. So, it can be a little bit overwhelming, but companies should remember that, and it’s a great opportunity for them to develop their global mobility in Europe, and it’s an even bigger opportunity for mobility teams to make an impact within their organizations if they get this right.