I was recently read Steve Laswell’s book “The People’s Project” and wanted to share a takeaway on how fast we all seem to be going these days. In one of his chapters, Steve mentioned we need to “slow down to accelerate” our personal growth and leadership. This is such a great perspective when you think about how busy we are . When we slow down (or invest personal time) to evaluate ourselves or something we are managing, it gives us opportunity to get clarity, and make sure we are focused on the things that matter as leaders in both our business and in our personal life.
When I talk with HR professionals about employee relocation, many will often say that relocation is only a small portion of their responsibilities, but when it happens —- it takes up a lot of their time trying to managing it. When companies don’t have a lot of relocations, they typically don’t invest time in the “up front” strategies, and policy benchmarking. However, it doesn’t matter if you have 5 relocations, or 50, they are ALL important. Investing time to source partners, and develop a good strategy will ease the complexities for you and your team.
1. Client Review – Great relocation partners will provide you with data monthly, quarterly, or annually depending on your relocation volume that will allow you to step back and evaluate how your relocations are going from both a cost and quality perspective. Many times you will see trends, or exceptions that you might consider adding or eliminating from policy. It’s a great time to communicate what works, and expectations to elevate the experience for your employees moving.
2. Networking – There are several groups to get involved in such as WorkwideERC, and SHRM. Attending these organizations/conferences may take some time, but the people you meet can be a great resource for you, especially when benchmarking recruiting, compensation, and other responsibilities you might have. If you have a lump sum program, you might ask how others maximize the effectiveness. I encourage you to invest in networking with at least one group in your area and find out what others are doing when relocating employees. You can learn a lot from both corporate professionals, as well as seasoned suppliers.
3. Surveys – Do you survey your employees when relocating? This is a great way to find out what they enjoyed, and what changes might need to be revised in your policy. Some questions might be, what did you enjoy the most, what did you not like about your move, how can we make this onboarding easier for our employees when moving. I would encourage you to reach out to your employees when the move is complete, as well as talk to your relocation partner about how they survey employee relocations. It will make a difference.
Call to action: Contact your relocation partner this week to schedule a client review and ask some of these questions to elevate your program. Your employees will appreciate it and so will YOU!
2nd Call to action: Read Steve Laswell’s book called “The People Project, Your Guide for Changing Behavior and Growing Your Influence as a Leader”. You can also find Steve on LinkedIn and Twitter.
This has been a “Relocation Minute” update on “Slow Down to Accelerate ” with Bruce Waller, For more information, call 972-389-5673, or email firstname.lastname@example.org or check out our my social media Facebook and twitter page.