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EU Elections Highlight Political Polarization Throughout Europe (and how this impacts global mobility)

| June 6, 2019

eu elections global mobilityThe following article was originally published on  May 30, 2019 by Worldwide ERC. View the original article. 

Voters in the 28 European Union (EU) member states went to the polls last week to elect 751 new Members of the European Parliament (MEPs). Results reveal that many traditional political parties struggled in this election and some were outperformed by both far-right populist parties and liberal green parties. The long-time center-left, center-right coalition that has been central to governing the EU for 40 years lost its majority: moving from holding 54% of seats before the vote to only 43% of seats. The newly elected EU Parliament officially takes power in July, but with the substantial number of new MEPs, it is unlikely that the Parliament will be fully up and running until this fall. Once the new Parliament begins to govern, the larger implications of these election results will be clearer. Read More

How to Optimize Your Company’s Pre-Decision Planning Program for Success

| May 20, 2019

Man pressing on digital screen - pre-decision planning programGetting Started: The Initial Needs Assessment

The first phase of an effective pre-decision planning program is an initial needs assessment. The initial needs assessment typically consists of a brief, pre-initiation call or interview to gather key financial and lifestyle details on the employee and his or her family. These details should include information on:

  • The family’s current home and finances
  • The spouse or partner’s current employment situation
  • Expectations and requirements for the spouse or partner’s employment in the new location

Ideally, this interview is conducted by a third-party relocation consultant rather than a representative from the company. Employees might be reticent about sharing personal details with a coworker, and company representatives might not be sure which questions to ask to get a full picture of the transferee’s situation. Read More

Pros & Cons of Domestic Relocation Pre-Decision Programs and Why They are Crucial for Your Business

| May 9, 2019

A pre-decision program has long been an integral part of international relocation. However, for domestic relocations, most employers left it up to the employees and their families to determine if the relocation was a good idea, leaving them to consider:

Blurred motion of business people walking - pre-decision planning for US Relocation

  • Home sale and purchase ramifications
  • Cost-of-living changes
  • Whether the spouse or partner will be able to find employment in the new location
  • Children’s education
  • Healthcare availability
  • Neighborhood considerations
  • The employee’s and family’s readiness and suitability for relocation

Read More

Avoiding Unnecessary Employee Turnover & Recruitment Costs when Relocating Employees

| April 23, 2019

Part 1 of a 3 Part Series on Corporate Relocation Services and Group Move Management

Relocating employees after a company acquisition can be a challenging task, especially when asking employees to relocate to a perceived undesirable location. When a longstanding TRC client headquartered in Rapid City, South Dakota decided to acquire one of its competitors based in Denver, Colorado, they knew that employees could be reluctant to relocate. After evaluating its talent needs, the company decided to offer a domestic relocation package to 59 of its newly acquired employees and their families, based in either Colorado or Wyoming, to South Dakota.

Through employee interviews and discussions with acquired management staff, the client confirmed that the employees viewed the move with hesitation and reluctance. So as the offers were being made to key employee talent, it was important that as many accept the move as possible.  To nurture a high acceptance rate, the company needed to be prepared to provide all the necessary information and support that would allow the employees to feel confident in accepting the move. Read More

UK Parliament Votes to Delay Brexit: How this Impacts Global Mobility

| March 18, 2019

This article was originally published on Worldwide ERC:

BrexitFollowing a series of votes this week on Brexit, the United Kingdom (UK) House of Commons ultimately voted last night in support of seeking a delay of the withdrawal of the UK from the European Union (EU). Brexit is scheduled to occur on March 29 but would be pushed back to June 30 under the adopted proposal.

All twenty-seven members of the European Council will need to sign off on approving the delay when they meet on March 21. Prior to the vote, Council President Donald Tusk indicated his support for a delay. However, other EU officials have stated in the past that Brexit should only be delayed to provide time for a vote on a second referendum or a UK special election. Read More

Globalization vs De-Globalization: A New World of Bridges…Or Walls?

| February 4, 2019

Global mobility challenges Until recently, the world seemed to be moving inexorably closer, with “us” and “them” giving way to a more global sensibility. Recent populist political movements, from Brexit to Trumpism to Italy’s Five Star Movement and France’s National Rally Party, have challenged this narrative, advocating for a return of local sovereignty and the primacy of national interests. The implications are significant for global mobility and companies that depend on a free flow of talent.

In a recent TRC Global Mobility/Worldwide ERC Learning Zone webinar, Dean Foster, Founder, DFA Intercultural Global Solutions and Executive Strategic Consultant, Dwellworks Intercultural, discussed how cultures and companies are adapting and responding to the new post-global world. He noted that culture is the DNA of a nation. Everything else—politics, economics, social and business life—is a consequence of this culture.

Dean discussed some on-the-ground daily mobility challenges in three areas: Read More

A More Balanced Real Estate Market in 2019?

| December 13, 2018

While all real estate markets are local, recent data suggests that even the hottest US sellers’ markets are beginning to cool down. For companies that relocate employees, that should be mostly good news as we look at the real estate market in 2019.

“The signs are pointing to a market that’s shifting toward buyers,” says Danielle Hale, chief economist of realtor.com®. “But in most places, we’re still a long way from a full reversal.”

The real estate market has more than recovered from the 2008 economic crisis, and some coastal cities seemed to be entering bubble territory. The median home price in Manhattan rose from $400,000 in 2000 to $1.29m this year. During the same period, the median in San Francisco increased from $415,000 to $1.35m. Part of this growth is driven by booming local economies and constraints on new housing construction—particularly of the more affordable variety. Read More

Considering Gig Workers? Your Relocation Management Company Can Help

| October 25, 2018

Businesswoman pressing finger on world global locationsIn a gig employment relationship, companies do not employ workers directly and permanently. Instead, they contract workers as needed to complete a specific project or to serve for a defined term. When the contracted project work or term is completed, neither the worker nor the employer has any further obligation to the other party. The worker is free to move on to another gig. Subsequent projects might be with the same employer, a different company or sometimes even an industry competitor. Read More

Global Nomads vs. Global Gig Workers

| October 18, 2018

Businessman choosing gig economy button on touch screen “Global nomads” have been a fixture in talent mobility almost from the beginning: employees who left their home country years ago and have progressed from assignment to assignment and country to country. While they traverse the globe for their companies, moving from assignment to assignment and operating almost like gig workers, they are nonetheless permanent employees and managed as such. These individuals do not localize, but remain attached to their home country for the majority of their compensation and benefit coverage. Read More

Repayment Agreements: Today’s Best Practices

| September 25, 2018

Shaking hands on a payment agreementRecent Worldwide ERC® data shows that the average cost for a company to relocate a current homeowner employee within the U.S. is $79,425. International assignments are more complex, and not surprisingly, more expensive, sometimes costing employers $1m or more.

It has always been important for companies to protect this substantial investment, but the continuing talent shortage has added another imperative: your best and brightest employees—the ones you are most likely to relocate or to send on assignment—are prime targets of your competitors. They would be happy to capitalize on your investment in your employees, particularly when it comes to international assignment experience. Read More

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