For
companies with multiple locations, relocating employees has become a common
practice over the decades. For those who must uproot themselves and families,
the transition can often be challenging.
Initially,
companies began moving employees solely based on real estate costs. Today,
however, there is much more involved. Employers must consider all the potential
issues, including the cost to keep employees happy and productive after the
move.
While
big companies can offer packages to help with the transition, smaller companies
may not have the resources to ease the burden of physically moving. Here are
five basic needs beyond those to consider:
1.
Help with making the decision.
A large number of employers have
provided support for the transferee while relocation is being discussed. This “pre-decision
assistance” is in place to look at the reasons an employee might see the
transfer as problematic—and evaluate which ones can be minimized or eliminated.
This service can determine whether the transfer is even a good idea while also
giving companies an idea of what the total costs of relocation will be.
2.
Resolution for housing issues.
After the collapse of the real
estate market, many transferees found themselves between a rock and a hard
place. With home values plummeting and the credit market tight, it was nearly impossible
to sell their homes for close to what they originally paid. Experts found that
being underwater on a home was a main factor in employees’ reluctance to
relocate. Many companies agree to manage the sale process or reimburse the
employee for money lost in the sale. Solving this home issue can be as simple
as offering temporary housing, providing house hunting tips or covering closing
costs.
3.
Internal support from company.
Between dealing with home sales and learning
a new city, much of the job of relocating falls on the shoulders of real estate
professionals. However, the company’s HR staff plays an important role by
explaining the internal processes. From the HR perspective, employees are their
internal customers, and they have to meet their needs and keep them happy.
4.
Help selecting a neighborhood.
Crime stats, school ratings and home
values for a particular area may be available on the Internet, but they can
only be so reliable. Some companies provide relocation specialists, who are
versed in addressing particular concerns of newcomers, from commuting to work
to finding convenient neighborhoods to particular interests.
5.
Face-to-face introduction.
Aside from housing issues, one key
factor in getting an employee to transfer is selling the idea to his or her
family. Getting the family on board often is among the top three factors as far
as reasons for reluctance to move. Make a personal phone call to talk through
concerns and meet the family.
To
read the full article from the Atlanta Business Chronicle, click here.
