
10 Oct Paving the Future of Work: Why the Next Three Years Will Shape Decades
With 45% of CEOs doubting their organizations’ viability in the next decade without transformation, PwC’s 2024 Workforce Radar Report unveils a roadmap to shape the workforce of tomorrow. This blueprint is designed to position businesses for competitive advantage amidst accelerating changes in technology, workforce demographics, and the very nature of work itself. PwC’s report identifies five “signals” guiding today’s organizations to make strategic shifts and use transformative “levers” over the next three years, with global mobility now playing an integral role.
Companies must act as both “talent magnets” and “talent factories” — organizations that not only attract top talent but nurture growth from within. This dual focus is particularly crucial as global talent markets open up, with highly skilled employees seeking career opportunities across borders. This calls for organizations to ensure attractive employer brands across multiple regions, balancing talent attraction with career growth.
In particular, organizations with global operations need strategies that balance the costs and logistics of relocating employees with incentives for remote work. These levers include crafting competitive total rewards, ensuring cross-border workspaces are conducive to collaboration, providing skill-building opportunities for mobility-based roles, and aligning company culture across regions. Strategic investments in employee growth and career mobility can help organizations gain a competitive edge globally, ensuring talent retention and market reach.
Rethinking location strategies with mobility in mind
For global organizations, a strategic approach to location can improve talent access in key regions, while also optimizing for cost efficiencies through regional hubs. Hybrid work models have seen greater satisfaction rates, while flexibility around work location improves global talent retention and enhances cross-regional collaboration.
To effectively integrate global mobility into location strategies, organizations should consider the financial and logistical impacts of cross-border hiring, weighing the costs of relocating talent with regional hiring advantages. CHROs and CFOs are now exploring flexible work arrangements across countries, focusing on tax efficiencies, immigration requirements, and local compliance to create sustainable, employee-centric location strategies. A global mobility perspective in location strategy allows organizations to access specialized talent pools, reduce logistical barriers, and adapt to regulatory complexities with agility.
The intelligent enterprise: AI-driven workflows for a global workforce
As AI reshapes workflows, companies must prioritize not only tech-readiness but also cross-cultural AI training to fully engage their global workforce. GenAI and AI-powered tools enhance productivity and collaboration, regardless of geographical boundaries, allowing talent from various regions to contribute meaningfully. However, cross-border AI adoption necessitates a coordinated approach to ensure all employees — from local teams to international offices — are equipped and trained on new AI capabilities.
To address potential disparities, companies should leverage global workforce data to identify AI skill gaps across regions and build localized training initiatives. With AI-enabled talent intelligence, companies can assess skill levels, recommend targeted upskilling, and maintain productivity across markets. The right infrastructure for global AI adoption can position companies as intelligent enterprises with AI-driven workflows that strengthen their global presence.
Optimizing the workforce balance sheet for global operations
Global mobility brings added complexity to workforce costs, necessitating a more refined approach to cost management. The traditional method of managing costs through headcount reduction is no longer sufficient; businesses must adopt a global workforce balance sheet that includes direct and indirect costs from global operations, such as regional tax obligations, cost-of-living adjustments, and international benefits.
To manage these complexities, companies are using comprehensive workforce analytics to examine costs tied to different regions, with an eye on reallocating resources for maximum productivity across global teams. This approach allows companies to balance spending on mobility, optimize relocation costs, and reinvest in areas like AI and remote work solutions that benefit both employees and the organization.
Investing in transformative, globally minded leadership
With global mobility reshaping talent needs, leaders must not only drive innovation but also foster inclusive, cross-cultural collaboration. Transformative leaders who champion diversity, cultural awareness, and global adaptability will be pivotal as companies expand across borders. These leaders must possess a nuanced understanding of various markets and foster strong team connections across locations, maintaining a unified vision that resonates globally.
PwC’s research underscores that effective leaders must be highly communicative, building trust within diverse teams and bridging cultural divides to create an inclusive and cohesive global workforce. The role of leadership extends to guiding teams through the complexities of cross-border collaboration, ensuring that both onsite and remote teams feel aligned with the organization’s goals.
The path forward: implementing a globally aligned workforce strategy
The Workforce Radar’s five signals — talent dynamics, location, technology, cost optimization, and leadership — provide a global framework for companies aiming to future-proof their strategies. By embedding global mobility in each area, organizations can build a flexible, resilient, and internationally adaptable workforce. With mobility as a core strategy, companies can attract talent worldwide, optimize costs, and adapt rapidly to changing markets.
PwC’s report underscores that the organizations thriving in this era of transformation will be those that reimagine their workforce from a global perspective, crafting a foundation built on agility, inclusivity, and a commitment to continuous learning and cross-regional collaboration.