Develop a global employee retention research programme – the challenge

Global employee mobility researchWe were tasked with developing a global employee retention research programme, across many countries, for a major FMCG company. It needed to ensure employee experience was positive for all involved, hence retaining valuable talent. Global organisations spend millions on relocating key staff around the world; they spend fortunes on relocation expenses, housing, schooling and benefits packages, yet often fail to track employee experience over the entire journey, and after repatriation.

Despite best intentions employees are frequently ‘parachuted’ in to unfamiliar cultures with limited preparation, no clear objectives, a poor on-boarding experience and lack of support in their new surroundings. It’s no surprise that many of these costly moves backfire.

Which is why a world-renowned global FMCG company came to Beehive Research. They wanted to retain their brightest talent by improving the employee experience and by putting talent management at the centre of their global mobility programme. They needed to understand the end-to-end re-location experience, not just during move but in the months and years after.

The solution

Monitoring employee experience across multiple locations and at different stages of their relocation experience is challenging especially considering the constant changes that happen over the course of an assignment, the number of functions involved in making it happen, and the internal and external factors that influence the experience.

Our starting point was a total review the objectives and business requirements of the relocation. From this we designed a programme of research that went beyond the basic relocation/repatriation elements of a move. We focused on:

  • preparation
  • expectation
  • objectives
  • support
  • care
  • learning
  • application of skills

We set up a dynamic programme to track the entire relocation journey. By linking data feeds from the live employee assignment database, the programme could automatically run in real-time.  Assignees completed regular experience questionnaires at consistent intervals during the assignment. By applying advanced analysis techniques to interpret quantitative and qualitative feedback we defined and prioritised the key issues surrounding the programme, and recommended clear actions to the Global Mobility Team.

Some very interesting points in there, thank you for your work on this, we found the last report very insightful

Global Mobility Specialist

The benefits

Maximising the value of researchAs a result of our research they developed and implemented a prioritised action plan to improve their mobility programme, increasing overall employee satisfaction and experience at a local level. The actions they took resulted in improved retention of their most talented staff, reduced re-location costs and a better take-up of overseas assignments.