Trends Survey | 2026 Mobility Blueprint

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* 1. If you'd like to receive a copy of the results, please fill in the below:

Full name

Job Title

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* 2. Please select your industry from the drop down:

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* 3. Select in which region your company's headquarters is located:

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* 4. In which function does your Global Mobility team (team responsible for your organization’s globally mobile workforce) primarily sit?

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* 5. Size of Global Mobility program:

1-100

101-500

501-1000

1001+

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* 6. What are your top priorities for your global talent strategy for 2026? (choose all that apply)

Other (please specify)

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* 7. Which of the following do you expect to use most frequently in 2026:

Long Term Assignments (1 year or more)

Short Term Assignments (Less than 1 year)

Local Hires

Permanent Transfers / One-way Moves

Project-based Assignments

Cross-border Commuters

Developmental Assignments

International Remote Workers

Hybrid Assignments

Core/Flex Models

International Business Travelers

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* 8. Which of the following requires the most resources (including time, human, financial, technology) to manage?

Long Term Assignments (1 year or more)

Short Term Assignments (Less than 1 year)

Local Hires

Permanent Transfers / One-way Moves

Project-based Assignments

Cross-border Commuters

Developmental Assignments

International Remote Workers

Hybrid Assignments

Core/Flex Models

International Business Travelers

Support for employee-initiated moves

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* 9. Please rank the following traditional relocation support services in order of how often your employee population uses them (drag and drop to rank the options in the order of use from most frequently needed at the top to least often at the bottom)

Immigration (Visa & Work Permit)

N/A

Area Orientation (In-person)

N/A

Area Orientation (Virtual offering)

N/A

Settling-In Services (Bank Accounts, Local Registrations, etc.)

N/A

Home Search (Permanent)

N/A

Temporary Accommodation

N/A

Household Goods Shipping

N/A

Education Support / School Search for Children

N/A

Intercultural Training

N/A

Language Training

N/A

Spousal Support

N/A

Home sale or purchase program

N/A

Mortgage assistance

N/A

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* 10. Which of the following talent mobility approaches will be most valuable to support your organizational goals and business culture in 2026?

Offering traditional relocation benefits (such as those listed in previous Question 9)

Giving employees access to more self-service tools (i.e. using a Core/Flex Model)

Introducing greater personalization into benefit offerings

Introducing AI or other technology for program efficiencies

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* 11. With the pace of change introduced by external forces and employee demographics, do you feel your current relocation policies are flexible enough to keep up with demand and meet today's unique requirements?

Yes

	High Priority	Medium Priority	Low Priority
Talent Attraction and Retention	Talent Attraction and Retention High Priority	Talent Attraction and Retention Medium Priority	Talent Attraction and Retention Low Priority
Training & Development	Training & Development High Priority	Training & Development Medium Priority	Training & Development Low Priority
Increasing Agility Across the Workforce	Increasing Agility Across the Workforce High Priority	Increasing Agility Across the Workforce Medium Priority	Increasing Agility Across the Workforce Low Priority
Revamping Global Compensation Models	Revamping Global Compensation Models High Priority	Revamping Global Compensation Models Medium Priority	Revamping Global Compensation Models Low Priority
Establishing a GM Center of Excellence	Establishing a GM Center of Excellence High Priority	Establishing a GM Center of Excellence Medium Priority	Establishing a GM Center of Excellence Low Priority
Adding More Choice / Flexibility into Overall Benefits	Adding More Choice / Flexibility into Overall Benefits High Priority	Adding More Choice / Flexibility into Overall Benefits Medium Priority	Adding More Choice / Flexibility into Overall Benefits Low Priority
Adding More Choice / Flexibility into Relocation Policy Specifically	Adding More Choice / Flexibility into Relocation Policy Specifically High Priority	Adding More Choice / Flexibility into Relocation Policy Specifically Medium Priority	Adding More Choice / Flexibility into Relocation Policy Specifically Low Priority
Improving Organizational Culture	Improving Organizational Culture High Priority	Improving Organizational Culture Medium Priority	Improving Organizational Culture Low Priority
Improving Employee Experience	Improving Employee Experience High Priority	Improving Employee Experience Medium Priority	Improving Employee Experience Low Priority
Implementing or Improving an Employee Well-being Program	Implementing or Improving an Employee Well-being Program High Priority	Implementing or Improving an Employee Well-being Program Medium Priority	Implementing or Improving an Employee Well-being Program Low Priority
Achieving Better Integration / Strategic Alignment Between GM /HR and Other Areas of the Business	Achieving Better Integration / Strategic Alignment Between GM /HR and Other Areas of the Business High Priority	Achieving Better Integration / Strategic Alignment Between GM /HR and Other Areas of the Business Medium Priority	Achieving Better Integration / Strategic Alignment Between GM /HR and Other Areas of the Business Low Priority
Focus on Alignment between GM and Talent Management	Focus on Alignment between GM and Talent Management High Priority	Focus on Alignment between GM and Talent Management Medium Priority	Focus on Alignment between GM and Talent Management Low Priority
Fostering Sustainability/ ESG in GM	Fostering Sustainability/ ESG in GM High Priority	Fostering Sustainability/ ESG in GM Medium Priority	Fostering Sustainability/ ESG in GM Low Priority
AI in GM	AI in GM High Priority	AI in GM Medium Priority	AI in GM Low Priority
Drive Diversity, Equality and Inclusion topics in GM Programs	Drive Diversity, Equality and Inclusion topics in GM Programs High Priority	Drive Diversity, Equality and Inclusion topics in GM Programs Medium Priority	Drive Diversity, Equality and Inclusion topics in GM Programs Low Priority
Investments in HR or GM Technology	Investments in HR or GM Technology High Priority	Investments in HR or GM Technology Medium Priority	Investments in HR or GM Technology Low Priority
Improving Data Collection, Analysis and Reporting	Improving Data Collection, Analysis and Reporting High Priority	Improving Data Collection, Analysis and Reporting Medium Priority	Improving Data Collection, Analysis and Reporting Low Priority
Implementing Cost Saving Measures	Implementing Cost Saving Measures High Priority	Implementing Cost Saving Measures Medium Priority	Implementing Cost Saving Measures Low Priority