The remote work trend was supercharged by the pandemic when even more conservative companies were forced to experiment with a dispersed workforce and implement a remote work policy. Most companies are still sorting out what their post-Covid work environment will look like, including whether and how they will permanently incorporate remote work, whether they will maintain their current office space and locations, and how they will configure these offices. Read More
Category: Relocation Policy
Many companies today lack in-house relocation experts and little or no experience with corporate relocation. They identify the perfect candidate for a position—but she lives on the other side of the world. Or they need to move a current employee to a different company location as soon as practical, but they don’t know where to begin. Forced to make decisions quickly, and with limited knowledge, they can easily over or undershoot the relocation benefits package, incur unnecessary taxes, run afoul of immigration laws or incur a host of other problems.
Though the employment market has been disrupted by the COVID pandemic, the long-term trend of talent shortages continues unabated. Employee relocation can be a powerful tool to help your company recruit and retain talent—but where do you begin? It is far better to have at least a basic relocation policy and program ready for use when needed than to risk losing a prized candidate or delaying the start of a project. Read More
All major events bring unanticipated consequences, and the coronavirus pandemic changed how and where we worked and collaborated. In some cases, it accelerated trends that were already underway. Incredibly, all of this happened within the span of a few months! Read More
Effectively managing a company relocation policy and the program costs requires a comprehensive approach. You must first consider your company’s culture and overarching talent management objectives, as these give you a sense of the degree of cost control that might be possible. Ultimately, your plan will likely include a combination of smaller adjustments and refinements and larger policy shifts.
For some companies, it is easier to phase in more sweeping changes over several years. This approach also allows you to analyze the preliminary results and refine your plan as needed. A successful initiative will reduce excess costs, better align your relocation benefits with employee needs and expectations and support your talent and business objectives. Read More
The pressure to reduce global mobility services costs began before the current pandemic, but Covid-19 is certainly accelerating that process. As we slowly return to normalcy, companies will want to consider how they can preserve some of these cost savings while still achieving their talent management and business objectives.
Cost-reduction initiatives are definitely not one size fits all. In this eBook, we suggest areas to review. And while not all will apply to your company, with almost any corporate relocation program, there is at least some opportunity for cost savings. Read More
Developing a Company Relocation Policy with a Relocation Management Company: What is Important to You?
Often, the decision to reach out to a relocation management company (RMC) stems from an immediate need to move an employee. Still, it is worth giving some thought to the bigger talent mobility picture as well. Consider your company’s culture and the type of employee relocation experience you want to provide. Is a happy employee and a seamless experience most important? Is cost-control paramount? Companies typically try to align their relocation support with the level of employee benefits they provide overall. Read More
A relocation management company (RMC) can function as an outsourced department of your company, managing the entire talent mobility process and equipping you with the technology to monitor your employee relocation program. For many companies, this is precisely their objective: to minimize their involvement in day-to-day relocation operations. Other companies prefer a higher level of involvement and consultation, at least for higher-profile relocations. This is always your choice. Regardless, when you need to relocate an employee, you initiate the move by simply contacting your RMC. Read More
The short answer is “yes”. Relocation expenses for employees paid by an employer (aside from BVO/GBO homesale programs) are all considered taxable income to the employee by the IRS and state authorities (and by local governments that levy an income tax). This includes household goods transportation, temporary living expenses, miscellaneous allowances, lump sum payments and more. Read More
If you’ve never written a relocation RFP—or any RFP—before, the process might seem intimidating. However, if you take a systematic approach, it isn’t difficult. An RFP need not be overly long, but it should be thorough enough to elicit the information you need when searching for a relocation management company (RMC).
Your objective is to learn more about potential relocation partners, assess their capabilities and decide how well each aligns with your company’s needs, culture and values. You ultimately will weed out those RMCs that are not a good fit and select several finalists. Read More
After your company has completed the preliminary steps of the RFP process and reviewed the final presentations from prospective corporate relocation management services providers, you will be ready to evaluate pricing proposals and proceed to contract negotiations. Once the contract is signed, your new provider will work closely with you to implement your new program. A successful partnership will strengthen the competitiveness and success of your employee mobility program.
Following are some tips on working through pricing and contract negotiations with a corporate relocation management services partner. Read More