The super commuter's new journey

Super commuter, a modern marvel of the workforce who hops time zones and even oceans, redefining what it means to “go to work.” These go-getters jet from London’s Big Ben to the sunny shores of Miami, challenging traditional offices and forcing companies to rethink HR and travel policies.

Super commuting takes off

Traditionally, a super commuter battled traffic for 90 minutes each way. But the pandemic changed the game. Now, super commuting isn’t just about long commutes within a country, it’s about international treks. Think London to Dubai or New York City to Miami.

Why do people do this? It’s a mix of wanting a better life, finding affordable housing, and enjoying the perks of living in one place and working in another. This trend is growing, and HR teams and travel managers need to take notice.

Super commuting gets a makeover

With remote work taking off, the definition of a super commute expanded. Today’s super commuter might have multiple homes and a hefty travel budget, often covered by employers who value their unique skills. Remote work and hybrid schedules created a new wave of long-distance commuters who enjoy city life while working remotely.

Keeping super commuters happy

Companies are adapting to super commuters by focusing on employee wellbeing and efficiency. Recognizing the long hours super commuters put in, companies are offering flexible work hours that fit different time zones and travel schedules.

Financial support is also on the table, with some employers offering housing stipends and travel allowances to ease the burden. Mental health and wellbeing programs are becoming crucial to fight burnout and stress. Communication and inclusion are also important. Companies are keeping super commuters connected through regular virtual check-ins and including them in key meetings.

To build a sense of belonging, some companies even fly super commuters in for team-building events. These efforts show companies understand the challenges super commuters face and are committed to keeping them happy and integrated into the team.

Adapting corporate strategies for super commuting

The rise of super commuting creates a complex new world for HR teams and travel managers. Company policies need an overhaul. Fair and clear guidelines on travel expenses, taxes, and following different local laws are essential. HR needs to make sure these policies are fair and address the unique needs of super commuters.

Travel managers have a duty of care, meaning they need to track where remote workers are and plan for emergencies. Training managers to lead dispersed teams is also important. Retention strategies and career planning become even more critical since super commuters invest heavily in their roles.

HR and travel managers need to adapt by creating policies and practices that support the wellbeing and career growth of super commuters in this global workforce.

The future of super commuting

Super commuting seems here to stay. Experts like Robert Pozen from MIT say the hybrid work model that fuels super commuting is likely to stick around, especially for knowledge workers. But Bill Fulton of the Kinder Institute raises an interesting point: super commuters crave flexibility, while employers might prefer them closer by.

This creates a balancing act for companies who need to manage the logistics, costs, and human aspects of this trend. With proactive strategies, companies can tap into a wider talent pool and keep employees happy.

HRD Connect Curators of the New Business Landscape. HRD Connect produces industry-recognized content for senior HR leaders. Through articles, case studies, Q&As, podcasts, events, and more, we offer truly progressive and cutting-edge insights designed to help people leaders address core HR challenges and add greater value to their business.

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