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
This article was originally published on Worldwide ERC:
Following 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
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
New Mercer Study: What Will Attract Talented Workers to the World’s Emerging Megacities—and What Will Keep Them There?
According to a new Mercer study, People First: Driving Growth in Emerging Megacities, 47% of GDP growth between 2010-2025 will come from 443 growth economy cities worldwide. The underlying research question was what will attract the most talented workers to these growing cities—and what will make them stay?
Mercer surveyed 7,200 people in 15 cities and seven countries, asking them what is most important to them in the place they live and work. The results help us to understand what motivates people to stay in or move to a particular city—something of material importance to employers that are competing for talent. Read More
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
The following post was originally published on November 29, 2018 by Worldwide ERC.
The movement of government offers clues to the way business will unfold, as new lawmakers enter and others depart. With the recent elections in the United States, we want to provide you with an understanding of the impact such changes could have on mobility.
On November 6, midterm elections (which occur halfway between presidential elections for open Congressional seats) were held, resulting in Democrats taking control of the U.S. House of Representatives and Republicans expanding their majority in the United States Senate to 53-47. Democrats gained a net of 40 seats in the House. Read More
Originally Published by Worldwide ERC on November 4, 2018
On 4 November, HBO aired an interview from 29 October with U.S. President Donald Trump conducted by the media company Axios. In response to a question, the President cited his ability to issue an executive order to end the automatic citizenship for certain individuals born in the U.S.
Based on the video and written excerpts of the interview released by Axios, President Trump stated White House counsel believes he has the authority to end the citizenship right for newborns of non-citizens and unauthorized immigrants through executive order. Read More
In 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” 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