Did you know that the average employee loses about 35 working days (!) due to traffic jams? A significant number, yet we can’t avoid mobility. Everyone needs it, whether that’s for work, hobbies, meetings or traveling. Moreover, mobility should be affordable, efficient, safe and sustainable. Unfortunately, not everyone is willing to swap their (company) car for a smarter mobility option that easily. So, how do you develop a mobility model then that convinces your employees to make the switch?
As our society is becoming increasingly mobile, so does our need for flexible mobility. In fact, markets for new and often low-emission mobility solutions are growing globally, supported by a number of disruptive trends such as digitization and new technologies. The EU is quick to create enabling conditions and provide strong incentives for these new markets to accelerate their development. However, it’s ultimately the behavior of the mobility users that will determine how successful the transition will be.
Many local governments, and cities are already actively engaged in the shift towards new mobility solutions. They are implementing incentives, looking into the mobility demand and they encourage more active travel (cycling and walking), the use of public transport and/or shared mobility schemes such as bike- and car-sharing.
So does Belgium. Our country aims to stimulate public transport and increase commuting by bike up till 40%. In addition, it wants to reduce all car travel for less than 5 km with 50%.
Want to convince your employees to leave aside their car and opt for another means? Do you wonder what different options you have or what plans are available? How do you avoid a ton of extra work for HR and other administrative staff? And – perhaps most importantly – how do you get your employees on board?
That is why we drafted a white paper in which we explain how you can optimize your mobility plan by enabling a mental switch – and how to deal effectively with the consequences mobility changes bring along. From adapting to a new plan to incentivising and managing the administrative costs: we’ve got it all covered.