Recent Tweets

Follow Me on Twitter

Powered by Twitter Tools

relocation policies

How to Make Your Lump Sum Programs More Efficient

How to Make Lump Sum Programd More EfficientAt the end of 2012, we issued an EBook on the Top 10 Ways Relocation Programs Lost Money in 2012. It was well received. HR managers and relocation experts should consider ways to save money now that 2013 has started and there is still time before busy season starts in April. As a partner to HR, we want to help cut costs and will continue to work on new ways to streamline the relocation process, reduce redundancies and tighten overall program management. 

Top 10 Ways Your Relocation Program Lost Money in 2012 (free eBook)

Top 10 Ways Your Relocation Program Lost Money in 2012Good morning, friends! It’s hard to believe, but we are rounding the corner towards 2013 already. In honor of year-end (and all of the budget conversations you are likely having), we  have published a new relocation eBook. If you are  wondering why we are blogging early this week, the answer is simple. We are just too excited to wait another day – we wanted to share it with you all now.

Must Do’s for Communicating Your Relocation Policy

Communication Your Relocation PolicyIf you were to ask your transferees today what’s included in their relocation policy, do you think they would be able to answer the question? If the answer is yes, then good for you because you are doing something right! If the answer is no, then you are not alone. For a variety of reasons, many transferees don’t have a good grasp on their policy, let alone the relocation process. Most of the time it boils down to communication.

Fixed Fee Relocation Policies Are No Quick Fix

Fixed Fee Relocation Policies Are No Quick FixWith the economy still sputtering and the housing market in the dumps, companies are looking for ways to better manage relocation costs and risk. Lately, there has been much debate about which relocation policies are well suited towards the current market. Not surprisingly, fixed free programs have played a role in many of these conversations.

But, does a fixed fee homesale program really guarantee cost containment?  Maybe, but it’s kind of like wearing bigger pants – you won’t spill over anymore, but you’re not really in better shape.

It’s Time to Get Creative with Loss on Sale Policies, Don’t You Think?

Not be a Debbie Downer, but we may need to think differently about long term relocation benefits as it’s unlikely that the housing market will rebound soon. Sure, there have been some signs of improvement, but the reality is that high unemployment, tight credit, foreclosures and shadow inventory are going to stand in the way of real growth for the next few years. But, that doesn’t mean we can, or should, stick our heads in the sand. Corporations still have a need to relocate talent and if we don’t change our way of thinking about relocation benefits, employees may not agree to relocate.

Are You Suffering from Relocation Whiplash? Because Your Transferees Definitely Are

Not long ago a client asked me to explain the state of the relocation industry for the past 10 years so that she could have a better understanding of what her transferees – some of which have moved several times in the past decade – are going through. It’s an interesting, and loaded, question. So much has happened in the past decade that HR managers, employees and relocation partners are all suffering from an extreme case of whiplash.

Cash Is a Peasant, Not a King

It’s funny, but not in a ‘ha-ha’ sort of way. Whoever coined the phrase “cash is king” may have unknowingly perpetuated the notion that Money always leads to happiness. Or that Money is at least a cure-all, possibly the end-all and be-all, and maybe even the answer to all of life’s questions, great and small. The comical part is that this notion, coupled with a modicum of personal insecurities, lack of responsibility, financial deficiency and one-upmanship has led our economy into this downward spiral. But, in a glass-half-full sort of way, I think this is a good thing. We’re back to basics.

Three Relocation Benefits Take Center Stage

A few weeks ago I wrote a post on tried and true benefits that should be included in every relocation policy. The idea for that post came from a conversation I had with a client about how to include “recession-friendly” relocation services without sacrificing the staple benefits that have stood the test of time.  It’s not easy, but if human resource and relocation managers can focus on the three most common services and resist knee-jerk reactions and exemptions, it is possible to avoid major sacrifices.

Choice Matters: A Solution to the Millennial Demand for Options

I think we can all agree that we are facing significant talent management challenges when it comes to Millennials. They are different, but can you blame them? Throughout the past few decades, the world has experienced major cultural shifts including dual-family incomes, incredible technological advances and a 24/7 marketing and news cycle that has changed the way society approaches both work and play. Having grown up in the midst of all this activity, younger employees are not only used to having information at their fingertips, but they also expect to have a choice in just about everything – more so then older generations had when they came of age and entered the workforce. Relocation is certainly no different and it’s important that we prepare for and address this change, rather than resist the shift.

Seven Tried and True Benefits that Every Relocation Policy Should Address

Relocation policies serve two primary purposes; provide the employee with guidelines and parameters, and define the extent of the company’s exposure.  In today’s relocation market, policies are being adjusted to reflect a number of challenges, including home selling and cost of living increases. Of course, we must address these issues by introducing new benefits and cutting some fat, but not at the expense of relocation benefits that have valuable throughout the years. The following benefits should always be included in a relocation policy, no matter what challenges the market brings:

 

Search

MIKE CANNING
VP, Client Services

RICK CALANNI
VP of Business Development Northeast Region

 

Site Tags

| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |