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Welcome to 2023 and Beyond, Enjoy Your Workation

What’s a Workation?

The idea of going on a workation appears to be a common practice nowadays. Combining work and vacation, a workation may seem paradoxical at first. After all, if you are working, you are not truly on a vacation, right? However, due to the rise of remote work and the newfound flexibility it offers, a new trend has emerged – the workation.

In this article, I will present to you this innovative idea. Initially, I will delve into the meaning of the term workation and the reasons for its rapid surge in popularity. Subsequently, I will explore the various variations of workations and the optimal locations for enjoying this unique type of vacation. Lastly, I will analyze the pros and cons of embarking on a workation, culminating in providing useful suggestions and guidance for a productive workation experience.

What is a workation?

A workation, also known as a workcation or worcation, is a unique experience that involves blending work and leisure time away from the office environment. Essentially, a workation allows you to take a break in a different location while still being able to fulfill your work responsibilities.

Since workation is a relatively new term, I haven’t been able to find an official definition yet. The extent of work required to consider oneself on a workation is still unclear. Does checking emails once a week suffice? What if you only accomplish 50% of your normal workload? Or do you need to work the same amount, or even more, than you would at home? Furthermore, why do we feel the need to travel for workation? Currently, workcations are quite popular.

At present, there is still a lack of clarity regarding the aforementioned matter, resulting in the term workation being ambiguous and open to interpretation. I have extensively discussed the definitions of different ideas in my previous articles, with particular emphasis on the definition of tourism. Therefore, in an effort to provide some clarification, I suggest the following explanation.
‘A workation can be described as a vacation where a significant portion of time is devoted to work.’ Dr. Hayley Stainton (2020).

The growth of workations

The year 2020 brought extensive devastation in various aspects. Tragically, numerous lives were lost, the international tourism sector suffered severe damage, our rights and freedoms were forcibly taken away, and we faced economic declines on a scale not witnessed since World War 2. It is undeniably clear that this was not our most successful year.

However, there is always a positive aspect to every situation, isn’t there? The global pandemic did bring about certain advantages. Health and sanitation measures have been enhanced on a global scale, technology has revolutionized various aspects of efficiency, and we are no longer confined to our office workstations as we were in 2019.

The idea of a workation has developed as a result of the newfound liberties granted to us in our jobs. We have demonstrated to our employers that constant supervision is not necessary and that we are capable of working autonomously. In fact, numerous employers now support the idea of remote work as a means to cut down on expenses such as office space rent.

The advancement of technology has empowered us to enhance our work methods. We are no longer compelled to harm the environment through daily commuting or extensive travel for business engagements. Instead, we can easily activate our laptops and establish virtual connections. Frankly speaking, I find it perplexing that it requires a worldwide health crisis for us to acknowledge this, as it appears quite apparent to me.

Anyway, I am getting off-topic… The main idea is that the professional landscape will undergo a permanent transformation. Individuals now have the option to work remotely from rural locations or even overseas. I anticipate that this trend will become increasingly prevalent in the future. Consequently, it can potentially lessen the economic inequalities between different regions and nations. However, I am not well-versed in economics, so I won’t elaborate on that aspect at this moment.

The rise of remote work has made it difficult to distinguish between work and personal life. Some people find this acceptable, while others do not. However, it does provide us with the freedom to shape our own lives, a privilege that was rare prior to the COVID-19 pandemic. We now have the option to work when it suits us best. Are you not a morning person? No problem. Do you want to be available to pick up your children from school? Absolutely. Would you rather work on Sundays instead of Mondays? Go for it. Are you looking for a more affordable way of living? Consider a workation as a potential solution.

The lines between work and leisure have become increasingly blurred, even during our vacations. We now have the ability to combine our work and holidays in a way that suits our needs. This is what we call a “workation.”

Gone are the days of being tied to a rigid schedule and a monotonous routine. With the rise of the workation, we have the freedom to break free from the traditional 9-to-5 grind and create a life that aligns with our individual needs and desires.

Imagine waking up in a cozy cabin nestled in the mountains, surrounded by breathtaking views. The crisp morning air fills your lungs as you sip on a cup of freshly brewed coffee, knowing you have the entire day ahead of you to work on your own terms. No more rushing through breakfast or battling traffic during the morning commute. Instead, you have the luxury of starting your workday whenever it suits you best.

For those who are not morning people, this newfound flexibility is a game-changer. You can now embrace your natural rhythm and tackle your tasks when you feel most productive. Whether you’re a night owl who thrives in the late hours or someone who prefers a leisurely start to the day, the workation allows you to optimize your work schedule to maximize your efficiency and creativity.

But it’s not just about the work. The workation also allows us to prioritize the things that truly matter in life. Need to pick up your kids from school? No problem. With the workation, you can easily adjust your schedule to be there for those crucial moments. Gone are the days of missing out on school plays or parent-teacher meetings due to work obligations. Now, you can seamlessly blend your professional and personal life, creating a harmonious balance that brings you joy and fulfillment.

And let’s not forget about the financial benefits of the workation. By exploring new locations and finding more affordable places to live, you can stretch your hard-earned money further. Imagine living in a tropical paradise or a charming European town, all while maintaining your career. The workation opens up a world of possibilities, allowing you to experience different cultures, cuisines, and lifestyles without sacrificing your professional growth.

Even when it comes to vacations, the workation offers a unique twist. Instead of taking time off from work, you can merge your holiday with your job. Picture yourself lounging on a pristine beach, laptop in hand, as you complete your tasks with the sound of crashing waves in the background. This seamless integration of work and leisure allows you to make the most of your time, ensuring you return from your vacation feeling refreshed and accomplished.
In this new era of flexibility and freedom, the workation has become a beacon of possibility. It empowers us to.

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When Is the Best Time to Budget for Relocating an Employee?

When to Set a Relocation Budget

When a company is relocating an employee, there are many expenses to track and logistics to coordinate to make it happen. When creating relocation policies and benefits on behalf of the company, there are many aspects of relocation to consider. This can include buying and selling a home, moving the employee’s household goods, and short-term housing in the new location. 

With all of the complex movements required for a successful relocation, it can take time to know when to begin the budgeting process for the relocation. Should it happen before the position is posted? Before the employee is made aware of the opportunity? When does the company find the best prices for relocation services? While there isn’t a definitive answer, there are several mobility industry standards to consider when determining when to budget for the employee’s move.

The Right Time to Set a Relocation Budget

Typically, the best time to set a relocation budget is once the offer is extended to the candidate, especially if the company is working with a relocation management company. The primary reason is that the relocation company can work with the candidate to discuss their questions or concerns about the move. Allowing a relocation company to assist in the interview process can ensure the employee has their needs covered while the company is not overspending.

For example, an employee may have multiple cars that must be shipped to their new destination. After speaking with the candidate, the relocation company can then report back to the company on the potential costs and services needed to relocate the employee and their family. 

If the company’s policies only cover the cost of transportation for a single vehicle, that information can be communicated back to the employee. Policy restrictions play an essential role in helping companies control costs. However, some organizations may agree to an exception to their policy to assist the employee with their move and ensure acceptance of the relocation offer. These changes will impact the total cost of the relocation.

Alternatively, the second-best time to start relocation budgeting is once the candidate accepts the job offer. Now that the employee understands that he or she is moving, the relocation team can work with them on what to expect and allow them to get the most out of the relocation benefits offered by their employer.

How to Calculate for Relocation Costs

When planning for relocation costs, there are many things to keep in mind, specifically costs like: 

  • Real estate costs, such as buying and selling a home
  • Moving of household goods, cars, or pets
  • Travel expenses 
  • Storage facilities 
  • Temporary housing in the new location
  • Taxes 

Once all foreseen costs are accounted for, the relocation budget can be managed by the relocation provider. It is recommended that companies work with a relocation management company that utilizes relocation technology and software that can include real-time tracking of employee moving expenses. This helps companies not only stay on budget but create or renew budgets for future relocations. 

One of the first steps in calculating relocation costs is considering real estate expenses. This includes the costs associated with buying or selling a home. It’s important to factor in any fees or commissions involved. Additionally, if you’re renting a new place, you’ll need to account for the security deposit and any upfront rent payments.

Next, you’ll need to think about the cost of moving your household goods, cars, or pets. This can vary depending on the distance of the move and the amount of items you need to transport. It’s a good idea to get quotes from different moving companies to compare prices and find the best deal.

Travel expenses are another vital factor to consider. If you’re moving to a different city or country, you must account for the cost of flights or other transportation methods. This includes not only your travel but also any family members or pets that will be accompanying you.

Sometimes, you may need to utilize storage facilities during the relocation process. This could be necessary if there is a gap between when you move out of your current home and when you can move into your new one—research storage options in advance and factor in the monthly cost.

Temporary housing is often required when relocating to a new location. Whether it’s a hotel, rental property, or corporate accommodation, you’ll need to budget for the cost of staying in a temporary home until you find a permanent residence. Remember that these costs can vary depending on the location and duration of your stay.

Lastly, remember taxes. Depending on the country or state you’re moving to, additional surcharges or fees may be associated with the relocation. Researching and understanding the tax implications beforehand is essential to avoid any surprises.

To effectively manage the relocation budget, it’s recommended to work with a relocation management company that utilizes technology and software for real-time tracking of expenses. This allows companies to stay on budget and make informed decisions when creating or renewing budgets for future relocations.

Working with the Best to Setup Relocation Budgets

By considering all these factors and working with a reliable relocation provider, you can ensure your relocation costs are accurately calculated and managed. Planning and being thorough in your research will help you avoid any unexpected financial burdens during the relocation process. 

Global Mobility Solutions (GMS) is here if you have questions about developing relocation budgets. Our team can support your employees in getting the most out of their relocation benefits while your company can stay within your relocation budget. Our team understands that moving multiple employees every year can be challenging, so our tailored global mobility solutions can help any company of any size seamlessly move any number of employees.  

 Contact us today online or call 1.800.617.1904 to speak with one of our qualified team members. 

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Top Tips for Writing a Relocation Offer Letter

Use These Tips & Templates for a Relocation Assignment Offer Letter

An employee transfer letter or relocation offer letter is a document given to an employee being transferred to another department, branch, or location under the same employer. These letters not only provide transferees common professional courtesy on the company’s behalf, but it also gives the relocating employee an overview of what they can expect and their benefits for the process. These ground rules should provide the moving employee an understanding of all costs and services they are entitled to during their move. 

Larger companies or companies that often relocate employees more than likely have relocation policies in place. These are typically lengthy 10 to 30-page documents covering every relocation protocol aspect. Companies that might have such policies will rely on customized employee relocation offer letters and emails for each employee willing to do so. 

Here is a look at some top tips for constructing employee relocation offer letters, along with an example of a basic offer letter format.

Tip 1: Identify the Reason for Relocation Offer

While the employee will most likely understand it, you’ll want to cover in the offer letter why, how, and when the employee will be transferred. This will help with recordkeeping and provide the employee with in-depth insight into why their position is needed in the new location.

Giving a specific explanation to the relocating employee in writing can help show the employee that you care. This will also take the stress off of your HR department because the employees will know all of the details about why they will be offered the relocation. As a result, this should help set the stage, allowing things to run smoothly from the beginning.

Tip 2: State the Exact Effective Date(s) the Transfer Will Take Place

Companies cannot expect an employee to relocate the next day; however, it also shouldn’t be up to the employee entirely as to when the transfer will occur. Setting realistic dates and times for the employee to move and to get settled is vital in ensuring a smooth transfer experience. 

It should also be stated at this stage in the letter, how long the employee is eligible for relocation benefits. For example, many companies will allow employees X number days or months to utilize the short-term relocation policy stated in the transfer letter. There are many variables that come into play when an employee is trying to move out of state.

Tip 3: Provide Names and Contact Info

The transferring employee is probably nervous, but excited to take on the new role for the company. It is a good idea to provide the employee with the name and direct contact info for who they will be reporting to. This will give the employee a chance to reach out to the manager with any questions or concerns regarding their new position. It also gives the employee the opportunity to let their new manager know if there are any roadblocks with the relocation process. 

Conversely, it could also be a good idea to urge the new manager to reach out to the employee directly. This communication will allow the manager to inform the transferring employee of any necessary information. 

Tip 4: Note Every Detail of the Employee’s New Job

The employee should be well-informed about this step, but to cover the company and the employee it is a good idea to list out all expectations, requirements, wages (including bonuses), benefits, and anything else that will be different for the employee once they move. This provides documentation for both parties if there are ever any issues after the relocation has occurred. Being crystal clear at this stage helps straighten out any communication breakdowns later on. 

Use This Employee Transfer Letter Example

[Date]

[Sender’s Name]

[Sender’s Address]

Dear [Recipient’s Name],

We are pleased with the work you’ve completed with us so far and management sees great potential for you to grow in [transfer location]. The management team would like to extend you an offer for promotion to [new position] where you will be responsible for [responsibilities of the position].

This will provide you with an opportunity to expand your skillset as you move from the [current position] in [current location] to a new position in [transfer location]. 

The company is here to help you and your family relocate and readjust to your new role by providing relocation benefits. This letter summarizes that support in several areas.

New Job Title: 
New Supervisor/Manager: 
Department: 
Effective Date of Transfer:

New Duties: 

New Compensation/Bonuses: 

Below is a summary of the relocation benefits that are extended to you as part of this offer. 

Relocation Expenses
[Details of what the company will and will not cover.]

Household Goods Moving
[Moving expenses the company will or will not pay for.]

Home Marketing Assistance
[Info on home selling assistance ]

Home Finding Assistance
[Explain which resources the company can provide]

Repayment Agreement Terms
[Details of the repayment agreement that the employee is subject to]

Please review this information at your earliest convenience. You can contact me directly or Human Resources with questions, comments, or concerns. I would appreciate your acceptance or denial of this new position by [desired date].

From,

[Sender’s position and name]

GMS Is Here For You

Global Mobility Solutions (GMS) is a leader in the employee relocation industry. In addition to assisting with employee transfer letters, GMS would love to help your company create and implement customized relocation policies for your mobile workforce. Our team specializes in almost every area of the relocation process, so we can equip your staff and transferees with the knowledge and technology they need to make their move as seamless as possible. 

Getting started with us is easy. Contact us today for a free consultation with one of our relocation experts. From there, we will help you decide the best course of action for your company regarding your global mobility needs. Whether your company relocates internationally or just within the US or Canada, we can assist you in creating the best offer letters and relocation policies in your industry.

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How to Keep Employee Turnover Low After a Corporate Relocation

Moving offices? Make Sure Your Employees Want to Come with You

Relocating your business or headquarters office doesn’t have to mean losing your valuable team members. In the following insightful guide, we will walk you through practical strategies that you can adopt to help retain your employees during and after a relocation. 

In turn, you can ensure business continuity throughout the unsettling relocation period and make sure that you keep employee turnover low. Here are the initial steps to keep in mind when preparing for an office move:

Communicate Well

You should keep your employees in the loop about your relocation plans as much as possible. Transparency is vital in maintaining trust and reducing panic, which might lead to staff leaving. Being upfront about your motivations for moving can put people’s fears to rest.

Involve Your Employees

Involve employees in the relocation process where possible. Give them roles to play or involve them in decision-making. This can make them feel valued and reduce resistance. In turn, you can minimize staff turnover.

Offer Support

Offer support to your employees for relocating their personal lives as well as their professional ones. For instance, you could assist with finding accommodation or schools and give information about local facilities. If you make life easier for your employees, they will likely stay with the company.

Consider Providing Financial Support

Covering relocation expenses is another way to retain your staff. Offering a reasonable reimbursement for costs incurred during personal relocation helps alleviate financial stress on the employees’ side.

Tips for Retraining Your Employees

During relocation, some roles may change slightly due to new circumstances. Provide training in any new areas that are going to be needed by employees in their positions after moving. Retraining your employees ensures they have the necessary skills and knowledge to adapt to their new roles. This helps them feel more confident and capable in their work and shows that you value their growth and development within the company. Additionally, offering training opportunities can significantly boost employee morale and motivation, demonstrating your commitment to their professional success.

In addition to retraining, you must provide ongoing support and guidance to your employees during the relocation process. This can include regular check-ins to address any concerns or challenges they may be facing and provide resources and information to help them navigate their new surroundings. By offering this support, you help ease the transition for your employees and foster a sense of loyalty and commitment to the company.

Furthermore, consider implementing a mentorship program for employees who are relocating. Pairing them with a seasoned employee who has already gone through a similar relocation can provide invaluable guidance and support. This mentor can advise everything from finding the best neighborhoods to networking opportunities in the new location. This helps the relocating employee feel more connected and supported and strengthens the overall sense of community within the company.

Lastly, take into account the power of recognition and appreciation. Relocating can be a challenging and stressful experience, so acknowledging and celebrating your employees’ efforts and resilience can go a long way in boosting morale and fostering a positive work environment. Whether it’s a simple thank you note or a small token of appreciation, showing your employees that their hard work and dedication are valued will encourage them to stay with the company and inspire them to continue giving their best.

In conclusion, supporting your employees during the relocation process is crucial for retaining top talent. By offering assistance with personal matters, providing financial support, retraining employees, and offering ongoing support and recognition, you create an environment where employees feel valued, supported, and motivated to stay with the company. This benefits the individual employees and contributes to the organization’s overall success and growth.

Create a Transition Team

Create a transition team to support employees during the moving phase. This team could offer physical help with packing and moving, provide emotional support, or assist in settling employees into the new workplace location.

Take Safety Precautions

If some employees have reservations about safety in a new location, establish solid security measures at the new site to instill confidence among your workers.

Offer Transitional Perks

Offer temporary perks to encourage retention during the transitional period. These incentives can range from extra vacation days to flexible hours until everyone settles down at the new offices.

Provide Promotion Opportunities

Relocation might open room for career advancements and promotions within your firm. Highlight these opportunities to your staff to maintain their loyalty and commitment to the company amidst all the changes happening.

Hand Out Awards at Work Anniversaries

Recognizing the service of your employees is another practical way to maintain their loyalty, especially after a relocation.

One way to do this is by holding ceremonies where the company hands out corporate awards at work anniversaries. This will serve as an appreciation of your workers’ continued dedication and loyalty despite the recent changes.

The thrill of receiving a corporate award not only boosts morale but also gives employees something tangible to aspire to.

Whether you’re awarding five years of service or applauding excellent performance, these recognitions can make team members feel more valued and less likely to consider leaving your company, even after a significant move.

Create a Comfortable Work Environment

Whether you are moving to a smaller office or a gigantic building, it is paramount that your new work environment should be comfortable and stimulating for your staff. A cozy space increases job satisfaction, contributing to employee loyalty.

Invest in quality seating arrangements, ensure suitable room temperatures, and maintain clean facilities. Also, consider incorporating spaces for relaxation and unwinding so employees can recharge during breaks.

A well-designed workspace can make everyone feel welcome and valued.

Provide Employee Counseling Services

Lastly, relocation could bring some team members emotional and psychological challenges.

Providing access to counseling services may be an essential step toward ensuring the well-being of your employees during this disruptive phase.

Employees experiencing stress or difficulty adapting might find talking to a professional helpful as they cope with changes professionally and personally.

Offering these services demonstrates that you prioritize employee well-being, which can encourage them to stay with the company during and after relocation.

Remember, happy employees produce better results compared to those under immense stress. When happy employees work for your company, you can ensure high retention rates.

Corporate Moves by GMS

Securing employee loyalty during a business relocation demands thoughtful strategies. Implementing the above-suggested approaches can lower staff turnover and ensure minimal disruption to your operations.

Remember: the key is proactively supporting your employees, acknowledging their efforts, and involving them in the process. Your team is an invaluable asset. So, ensure your employees know it during the transition stage and beyond.

And for more information on getting your office moved from point A to point B seamlessly, consider reaching out to Global Mobility Solutions (GMS) today. Our expert team of corporate relocation specialists is here to assist you in having a successful office move for your business.

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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