Maintaining Employee Productivity During a Corporate Relocation
The loss of workplace productivity during an employee’s corporate relocation, although difficult to measure, is both real and significant, especially given the growth in global mobility. The relocation process by definition creates substantial distraction and dissonance, reducing the employee’s focus and engagement, and ultimately, productivity. There are, however, several things that can be done from the company’s perspective that can assist in lessening the reduction of productivity problem when working with employee relocation. Read More
Too often, a company identifies an ideal candidate for a role that will require employee relocation and then communicates only with the candidate about the potential relocation. Ironically, the accompanying spouse/partner and family often endure the brunt of the move. 
Andrew Powers has more than a decade of business development experience as well as extensive relocation operations experience. With his diverse experience and commitment to clients and prospective clients, he is a skilled problem-solver who develops cost-effective mobility solutions. He will represent TRC in the metro New York City region.
As Manager, Client Relations, Stacy Barnette will be responsible for the day-to-day management of TRC’s Account Management team. Stacy has nearly 15 years of employee mobility experience, serving most recently as Senior Client Service Manager for a relocation management company. In addition to her client service experience, Stacy has extensive experience in client finance and reporting, gained at several major relocation management companies. Stacy is available at 
With the hard work of defining your company’s needs and vetting prospective relocation management companies complete, the final step of the selection process is negotiating the contract with your chosen 
In developing specifications for a new, outsourced provider, it is best to begin with an evaluation of your current process and policies, and a frank assessment of how well they meet the needs of your internal customers (recruiters, managers and 
MILWAUKEE, Wis. (July 25, 2017)
In the not-so-distant past, a “trailing spouse” was typically the female partner of an expatriate male who ran the household and took care of the children’s needs while the family was on assignment. Today, the term “trailing spouse” is rarely used at all. As in non-expatriate society, family relationships are far more fluid and individual today. The accompanying partner or spouse might be responsible for the household and the children, might have a career or might have some combination of work and family responsibilities. 
What makes the “ideal expatriate”? Companies that deploy employees abroad are keenly interested in the answer to this question. According to Worldwide ERC, a traditional, long-term international assignment can cost a company $1m or more. In the worst-case scenario, if the