What We’ve Learned From 25 Years Supporting Mobile Workforces

This year marks GTN’s 25th anniversary. Since our founding in 2000, we’ve seen the world of global mobility transform in ways few could have predicted. From the early days of spreadsheets and manual tracking to today’s digital platforms and strategic mobility programs, the pace of change has been extraordinary.

For us, our 25-year milestone is more than just a number – it’s an opportunity to reflect on the lessons we’ve learned while helping companies support their mobile employees across industries, countries, and business cycles. While every client program is unique, certain themes have stood out over the years.

Here are six of the most important lessons we’ve learned from 25 years of supporting mobile workforces.

1. Employee experience matters as much as compliance

In the early days, mobility programs were almost exclusively about compliance: meeting deadlines, filing the right forms, and managing payroll. These elements remain essential, but they’re no longer the whole story.

Over the years, we’ve seen firsthand that employee experience can make or break the success of an assignment. Consider the difference:

• When employees receive clear, upfront communication about their mobile assignment and tax obligations, they feel informed and prepared instead of anxious or surprised.
• When employees have access to timely guidance during a relocation, they spend less time worrying about logistics and more time focusing on their work and family.
• When questions are answered quickly and in plain language, employees feel supported, not lost in a maze of technical jargon.

These seemingly small touches can dramatically influence how an employee views both the assignment and their employer. A mobile employee who feels cared for will adapt faster, perform better, and return with stronger loyalty to the organization. On the other hand, if employees feel uninformed or unsupported, even a technically compliant program can fall short.

The lesson: Compliance is essential, but it isn’t enough. The best mobility programs combine technical accuracy with an employee experience that builds confidence, reduces stress, and fosters long-term engagement.

2. One size does not fit all

In the past, mobility policies often followed a rigid, standardized template. Nearly everyone was placed into the same structure, regardless of role, family situation, or business purpose. While this approach was straightforward to administer, it rarely reflected the realities employees faced.

We’ve learned that flexibility is not just a “nice to have” – it’s critical. Over the years, we’ve observed how tailored approaches lead to better outcomes:

• A company sending a senior executive on a long-term assignment may need comprehensive support for housing, schooling, and family transition.
• A short-term project move, on the other hand, might require nothing more than streamlined tax compliance and payroll coordination.
• Permanent transfers often benefit from a focus on net pay and long-term integration rather than temporary allowances.

Each of these scenarios requires different levels of planning and support. What works for one employee, or even one business unit, may not work for another.

The lesson: Agility and flexibility are non-negotiable. Successful mobility programs are scalable and adaptable, delivering the right balance of consistency and customization so both the business and its employees can thrive.

3. Technology is a powerful enabler (but not a replacement)

When GTN began, mobility management often meant binders full of paper files, fax machines, and long email chains. Today, technology has transformed the industry. Technology platforms now make it possible to track assignments, manage documents securely, generate real-time reports, and give both HR and employees visibility into the process.

But here’s what we’ve learned: technology alone doesn’t guarantee a successful program. We’ve seen companies invest heavily in systems only to discover that employees still have unanswered questions or HR leaders still need help interpreting what the data means. The most effective programs use technology as a tool to enhance the human experience, not replace it.

Some examples we’ve observed:

• Dashboards can highlight deadlines and risks at a glance, freeing HR teams to focus on strategic conversations rather than chasing paperwork.
• A secure portal can give mobile employees 24/7 access to their documents and tax timelines, reducing stress and uncertainty.
• Automated workflows can reduce manual errors and speed up compliance, while employees still value a trusted person to call when something feels unclear.

The lesson: Technology is most valuable when it complements personal guidance. The right balance of digital tools and human support creates efficiency for the company, clarity for HR, and peace of mind for employees.

4. Global coverage requires local nuance

As organizations expand internationally, mobility programs naturally become more complex. It’s tempting to believe that a single global policy can cover every scenario. But in practice, the differences between countries make this approach unsustainable.

Over the years, we’ve seen how important it is to strike the right balance between global consistency and local nuance. Relying on a recognizable name may provide comfort at first glance, but real success comes from working with trusted global offices that have the practical knowledge to navigate each jurisdiction.

Consider these examples we’ve observed:

• A process that works well in the US may not translate cleanly in countries with very different payroll reporting cycles or withholding rules.
• The tax treatment for common assignment allowances (e.g., housing, education) can vary depending on how the benefit is provided (cash vs reimbursement). Failure to allow flexibility for local rules can significantly increase costs.
• A fast-growing company expanding into multiple regions may need centralized oversight and still require local expertise to avoid compliance gaps.

Without careful attention to local differences, companies risk frustrated employees, compliance failures, and increased costs.

The lesson: Global coverage is critical, but success comes from pairing consistent oversight with trusted local offices. A well-connected global framework, built on proven relationships, delivers better compliance, stronger employee experiences, and true scalability.

5. Relationships drive results

Behind every successful mobility program, there are strong relationships – between HR teams and mobility partners, between tax advisors and local offices, and most importantly, between companies and their employees. Over the past 25 years, we’ve learned that these connections are the foundation of meaningful outcomes.

When relationships are strong:

• Challenges are solved faster. We’ve seen complex tax or relocation issues resolved quickly because of trusted collaboration between Home and Host country offices.
• Employees feel supported. An employee who knows they can pick up the phone and speak to someone who understands their situation feels less like a “case number” and more like a valued contributor.
• HR gains a true partner. Instead of chasing down information, HR teams can rely on advisors who anticipate needs and bring solutions to the table.

Mobility isn’t just about numbers on a spreadsheet or compliance checklists. It’s about trust, collaboration, and shared goals. The strongest programs succeed not only because they are technically sound, but because the people involved are invested in each other’s success.

The lesson: Relationships matter. Trusted connections across teams, vendors, and employees turn mobility from a transactional process into a strategic advantage.

6. The future is continuously changing

If there’s one thing the past 25 years have taught us, it’s that mobility never stands still. Practices considered standard a decade ago are outdated today. From economic downturns to new tax regulations, from the rise of equity compensation to the explosion of remote and hybrid work – change is constant.

We’ve seen how companies that cling to rigid policies often struggle, while those that remain adaptable thrive:

• During global disruptions: Organizations with flexible policies were able to adjust quickly when business travel ground to a halt in 2020, keeping employees supported and compliant.
• With new workforce models: As remote and hybrid arrangements became more common, mobility programs had to rethink what “assignment” really meant.
• In expanding markets: Businesses that planned ahead were able to seize growth opportunities without stumbling over compliance gaps or employee dissatisfaction.

The past 25 years have made one truth clear: the future of mobility will be shaped by change. Companies that embrace adaptability in their policies, technology, and partnerships, will be positioned to turn challenges into opportunities.

The lesson: Adaptability is the most important success factor. Programs that anticipate change, rather than react to it, are the ones that stay resilient and deliver value long into the future.

Looking ahead

As we celebrate 25 years, we’re proud of the lessons we’ve learned and grateful for the clients, employees, and partners who’ve made them possible. These insights have shaped GTN into who we are today: a mobility tax partner that combines technical excellence with a client and employee-centric approach.

The past two decades has shown us that:

• Compliance and employee experience must work hand in hand.
• Agility and flexibility are the keys to success.
• Technology enhances mobility when paired with personal guidance.
• Global programs succeed through trusted local offices, not just big-name coverage.
• Strong relationships create better outcomes.
• Adaptability is the most important long-term investment.

These are more than lessons learned – they’re commitments we carry forward. They guide how we support HR and mobility leaders, how we care for employees on assignment, and how we continue to innovate without losing sight of the human experience.

While the world of mobility will continue to change, one thing will remain constant: GTN’s ongoing dedication to providing an exceptional experience for our clients and mobile employees everywhere.