Tag Archives: policy

Taking ownership can make the difference for your candidates relocating.

In my latest book, “Find Your Lane”, I share a story about when my two year old daughter got out of her car seat and put my vehicle in gear only to roll into and damage a new car in the dealership parking lot. I had just told my four year old son to watch his sister while I stepped out of my vehicle for a few seconds. When I asked him why he let her get out of her car seat, he said “I didn’t know she could drive”. After smiling, I realized that I had control over the situation and needed to be accountable for the situation. 

As HR professionals handling mobility, we must also take ownership when we see something that needs to be adjusted or changed for a family relocating. Many times I hear someone comment they only give our employees $3,000 or $5,000 for their relocation and let them handle the moving. Unfortunately a household goods move will probably cost between $5,000 and $10,000 on the average. What about the other relocation needs for the employee such as lease breakage, temp housing, or a home finding trip?

If you are relocating a candidate just out of college, then a U-Haul move or small moving budget may be in order. But if you are helping a family of any size, there is probably more assistance needed from the household goods move to new home search to possibly childcare.

So what can you do when helping your next employee relocating?

  1. Ask a colleague or friend for a referral to help your teammates. Some companies can provide more relocation support along with additional services added with no extra cost.
  2. Update your policy. Don’t just settle because someone else has always done it that way. If you feel it’s important, let your team know the results or outcome a change could bring.
  3. Ask for options. Ask questions when your employee needs better transit time or a tighter budget for self-packing. Many times there are options that could elevate the experience while maintaining or even reducing costs. If not, the awareness is out there.

“The first step in leadership is not action, its understanding.” (John W Gardner)

Call to action: Reach out this month to benchmark your current policy. There may be some cost savings or benefits to add for a better experience.

This has been a “A Relocation Minute” with Bruce Waller on Accountabilty, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon!

A strategic approach can elevate your international mobility program.

PWC recently released their international Modern Mobility Survey called “Moving People with Purpose”. In this survey, 193 executives from both small and large global organizations responded to a survey on the current landscape for international mobility and where organizations should be focusing over the next five years. 89% of organizations responded international assignments expect an increase to meet their business needs. Shifting from being operations to a more strategic approach will result in a more successful program and allow organizations to move quicker in the global space. A strategic approach involves building partnerships with key stakeholders that will allow you to plan effectively and anticipate upcoming talent needs in the workplace. It also demands data and measurements to justify spending. Some of the challenges include freeing up resources and obtaining right data for a strategic approach.Services_int_Destination

Some of the top reasons for mobility include short term assignments and business travelers. Developmental assignments, and talent swaps are on the rise. Permanent transfers are more selective. The service led economy makes it critical to get the right people in place.

Top priorities for mobility teams include: Managing compliance effectively, managing costs, aligning talent, and improving the assignees experience. Here are a few additional takeaways from the survey:

  1. Growth Locations are changing. Tax and immigration are the leading challenges for organizations entering new markets. Security and pension benefits are cited as well. Out of 4,000 college graduates surveyed, 70% responded they would be willing to work abroad. While this is great news for the battle for talent, many do not have some of the emerging markets targeted for growth on their list of favored destinations.
  2. Develop the right policies for your program. 57% of the executives agree their policies meet their needs. However, a one size fits all approach no longer is adequate in the mobility space. A purpose driven policy approach will help drive mobility alignment for key projects, skills, and development. Pay is not the only incentive. Many of the millennials are more interested in experience and development.
  3. Securing Business BUY-IN. Mobility should be viewed as an investment, not a cost. This demands data – clear costs and return on investment to track and justify spending. Understanding views of key stakeholders can help anticipate and plan how to support growth. This will require a more integrated approach across HR, pulling in mobility, talent, resourcing, and succession planning expertise

Call to action: Contact your mobility stakeholders to schedule a review and plan ways to have a more strategic approach to mobility. Teamwork makes the dream work!

This has been a “Relocation Minute” update on “International Mobility Strategies” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media Facebook and twitter page.