Are you responsible for recruiting or mobility on your HR team? Do you feel like your on-boarding program continues to evolve when relocating talent or needs a refresh? If you say evolving, I say keep going! Unfortunately, the response I hear most often is… we really need a refresh. However, a refresh often requires an investment of time and energy during the assessment, then more time and energy “selling” to leadership. Sound familiar? This is why the majority of companies that need a refresh settle for the status quo.
This is similar to the time and energy it takes to recruit and develop talent in any organization as well… you just have to “C” (see) it from your (internal) customer lens. In other words, if you were relocating to a new city for a new role, are you doing everything you can to make it a great on-boarding experience for your team members or just using the “we’ve always done it that way” approach because you lack resources? Next time you sense a need to change or improve the experience for your teammates relocating, consider pulling in some of your stakeholders and use these 10 C’s below. Using a status quo approach could actually be costing you more “time and money” than you think.
- Be Committed to the development of the policy and partnership. This may take some time, but it is the heartbeat to any successful program.
- Be Consistent managing policy which may include “exceptions”. Tracking exceptions can be a game changer each year during the client review. Know whats driving these needs.
- Collaborate with all stakeholders this includes HR, Recruiters, Business Unit leaders, Vendors, Executives, etc… Be open to hearing other leadership perspectives.
- Continuously improve and evolve your program. Attend local relocation conferences as well as invest in WorldwideERC for an assortment of mobility resources.
- Have the Courage to BE BOLD and make adjustments during the process. Every relocation has different elements.
- Be an Champion of the program so other team members understand the on-boarding impact. Once you have established your program, meet with stakeholders to share success.
- Communication is key with all stakeholders even when you have bad news. Be proactive and push information rather than pulling.
- Change policy when needed. Sometimes there is no need to wait for an end of year review when a change is immediate.
- Challenge the status quo. Your employees and family relocating will appreciate this approach. Develop a passion for providing a great experience no matter the challenges.
- Have Compassion and empathy for family challenges along the way. All moves are not created equal. Family issues are one of the biggest reasons for a failing assignment.
…and most importantly, be Calm… Relocation can be stressful, especially when you are in reactive mode. However, it is minimized when you have a purposeful program. Everyone understands the process and is in alignment with expectations which leads to more positive outcomes for the team members and their family.
Call to Action: Schedule a client review and find out what other options are out there to elevate the experience for your team… or consider attending the next relocation meeting in your area. Visit WorldwideERC.org for mobility resources and for local chapter information. In Dallas, check out NorthTexasRelcoationProfessionals.org
Quote of the Week… “Be the change that you wish to see in the world.” (Mahatma Gandhi)
This has been A Relocation Minute on “10 C’s to CHANGE” with Bruce Waller, For more information, call 972-389-5673, or email email@example.com or check out our my social media Facebook and Twitter page.
Also, check out www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon!