Is it time for a Total Relocation Makeover?

Have you ever heard, if it’s not broke, don’t fix it? Why is this? People are busy. We all tend to focus on priorities to get everything completed before we get out of the office. Unfortunately, this often puts us in a reactive (tactical) role, rather than being proactive (strategic). When we are strategic, we can find ways to get more done to help us achieve our business goals. When relocating talent, you may not need a total relocation makeover, but it’s important to keep up with the market to attract top talent in today’s market. Many companies relocate talent all over the world and have complex programs, while other companies might only relocate a few employees annually. Either way, relocation has and will continue to be a part of growth in your organization. brucetruck

Here are a few reasons you might want to consider reviewing to be more strategic as you move into 2017:

  1. There is a war on talent. Finding talent for the future is one of the biggest concerns for CEO’s and HR business leaders in today’s environment. Often companies need to go outside the area to find the best to help their companies achieve business goals. When a candidate is making a decision on which company to join, the relocation plays an important role in the selection process.
  2. Policy needs to be reviewed. In mobility, a relocation policy is the heartbeat to every relocation program. If you move less than 10 employees annually, you may only need one policy. However, companies with more employee relocations may need to move toward a tiered program to satisfy different employee levels. There are more options to consider today than ever.
  3. Customer service has changed. One common thread I see in corporate relocation partnerships is frustrations due to partner changes in their customer service delivery teams. A good partnership is about trust and continuity to ease the complexities of relocating employees. Some relocation partners are better aligned with smaller companies for more flexibility, while larger relocation partners are better aligned with a more complex relocation program. It’s all about best fit for best experience.

I recently heard at an HR meeting that the millennial generation is now the largest population in the workforce. Many employees in this space have different relocation needs which may drive a different type of policy. This change could save company money while elevating the experience along the way.

Call to action: Reach out to your relocation partner and request a client review. Discuss benchmarking and ways to update your current policy to better align with your business goals. You will be glad you did, and so will your employees relocating.

This has been “a Relocation Minute” on “total relocation makeover” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

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