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UK Job Vacancies Drop Below 1 Million

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For the first time since 2021, there are less than 1 million job vacancies in the Uk

The decline in advertised vacancies in London is concerning, as it indicates a potential slowdown in the job market. With almost 200,000 fewer job opportunities than the previous year, job seekers in the capital may face increased competition for available positions.


Furthermore, the decrease in average advertised salaries in London adds to the worries of job seekers. A 2.0% decline may not seem significant at first glance, but it can substantially impact individuals’ financial well-being and the overall health of the UK job market. With London’s high cost of living, a decrease in salaries can make it even more challenging for residents to make ends meet.


On a more positive note, Wales experienced a slight rebound in November after a fall in October. This suggests that the job market in Wales is relatively stable, providing some relief for job seekers in the region. However, it remains to be seen whether this growth will continue in the coming months.


The East Midlands, on the other hand, has emerged as a surprising frontrunner regarding salary growth. Overtaking Northern Ireland and Yorkshire, which have consistently shown strong salary growth throughout the year, the East Midlands saw the highest year-over-year increase in November. This growth can be attributed to the rise in average salaries in Leicester, which increased by an impressive 6.8% to £34,781.


Overall, the job market in the U.K. is experiencing mixed fortunes. While some regions are witnessing job vacancies and salaries declines, others are showing signs of growth. Job seekers must remain vigilant and adaptable, considering opportunities in different areas and industries to maximize their chances of finding employment. 


Global Mobility Solutions (GMS) is the industry leader in relocation services and always has a pulse on job markets worldwide. Be sure to check out our Knowledge Base as we post weekly blogs with topics ranging from real estate insights to info for hiring managers.

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Top Tips for Writing a Relocation Offer Letter

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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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Language Barriers to Overcome During International Relocation Process

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Here are some ways to overcome language barriers when moving abroad

Many workers seek job opportunities outside their home country despite the perceived language barrier challenge. Now more than ever, companies allow employees to work their complete schedules with remote work policies. This has opened up opportunities for employees to consider international relocation options as they no longer have to be in the office daily. 

But moving abroad isn’t always seamless, and there are some obstacles to overcome before enjoying life in the new destination. When heading to a new country, the test of learning the native language looms large. But this shouldn’t stop employees from relocating to the country they always wanted to live in. Expat numbers have risen recently, with remote work positions becoming the norm. 

CEOWorld says the number of expatriates living globally has grown by over 4.7% annually. It is projected to continue doing so in the coming years. This is likely due to the higher employment rate in the EU, where citizens living in a different EU country had a 73.1% employment rate compared to those in their country of origin, with 72.4%. This suggests that individuals are willing to overcome language barriers to benefit from better job and salary opportunities.

It is important not to downplay the difficulties of a language barrier. Such a barrier can cause many problems in both personal and professional life. Working with a relocation management company that can provide language service resources is a good idea when moving abroad. Overcoming these issues with extra effort and the right mindset is possible. Read on to learn more.

Relieve Culture Shock

Connecting with other cultures can be difficult, particularly in formal settings with power dynamics. According to TIBR studies, expat faculty and employees often face racism and hurtful comments, resulting in an even greater divide between locals and outsiders during the Covid-19 pandemic. To ease these tensions and build relationships, it is crucial to be open-minded and take the initiative to initiate contact. It is also possible that your coworkers are just as nervous as you are.

Language Services Help Cut Down on Frustration

Misunderstandings are a natural part of travel and international relocation, and locals may find it challenging to remain patient when simple errors could have been avoided with more language knowledge. Understanding a language is complex and can be discouraging when you don’t make the progress you’d like. Even professional diplomats, who are prepared for culture shocks, can be overwhelmed. Learning a language isn’t just about understanding grammar and vocabulary; there is much more to it.

Understanding a community’s underlying characteristics, such as demographics, personalities, and beliefs, is essential. Maryville University’s guide on international studies and relations explains that learning a language gives an individual a broader perspective on humanity and culture which supports them in gaining a more profound grasp of their new home faster. This change can help replace any frustration with success.

Lack of consistency in an employee’s work

The inability to communicate effectively can have serious consequences, particularly for specific jobs requiring high skill levels. For example, a small error in healthcare can have devastating results. Despite this, there is a growing need for international medical professionals to address the exhaustion of local personnel.

When going through the international relocation process, they must receive language and cultural training to succeed in their new environment. Philip Andrew suggests that taking classes online and reading books can help with language barriers, and cross-cultural training can help with cultural awareness. Being an expat can be complex, with challenges such as homesickness and financial insecurity. Still, when one can manage these issues, many rewards and opportunities can be gained, such as increased financial security, new relationships, and treasured memories.

Work with GMS for International Relocation

Global Mobility Solutions specializes in international relocations. We work with the best language service providers in the industry to assist employees with seamless relocation. Our relocation experts will help with document translations and online language training classes for employees and their families. 

Do not let language barriers hold you back from the move you have always wanted to make. GMS can help you and your family. Contact us today to discuss the pre-decision services we provide regarding international relocation.

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What to Expect for Rent Prices Moving into 2023

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Many real estate experts are calling for rent prices to rise

While the real estate markets throughout the country are constantly shifting, many felt that heading into 2023, we’d see a calmer market overall than we had from 2020-2022. But rent prices, for the long-term outlook, are not looking promising as we move into 2023. In August of this year, the median rent price in the most significant 50 US cities fell by about $10, according to Realtor.com. That was the first time we saw a dip in the US median price since November 2021. 

 

But, unfortunately, one month’s worth of decline in that rent price doesn’t necessarily start a long-term downward trend. Rental demand will remain strong due to rising mortgage rates and homeownership costs, which will stop many people from being able to enter the buyer’s market in the new year. This forces many would-be homebuyers to remain in the rental market, signing leases through 2023 and beyond, exacerbating an already high-demanded rental market.

Expect above-average rent price increases for the first half of 2023

Based on data from the federal government’s consumer price index, the Federal Reserve Bank of Dallas predicts that rental prices will increase from 5.8% to 8.4% between June 2022 and May 2023.

 

According to Thomas LaSalvia, a director of financial analysis at Moody’s Analytics, annualized rent increases were from 4% to 5% during the Covid pandemic.

 

“There’s an anticipation that interest rates still have to rise in the next six months for the Fed to get inflation back into its comfort zone,” LaSalvia says. “And with that, mortgage rates will stay relatively high.”

 

Moody’s expects prices to grow more slowly in the second half of 2023 as long as mortgage rates stay low.

 

“There’s also an expectation that the Fed is going to pivot [away from continued interest hikes] after inflation starts to come down, which would then take a little pressure off the mortgage market,” LaSalvia says. This, in turn, should provide some price relief for renters, he says.

What Rising Rent Prices Mean for Relocation Policies

There’s no question that living costs are closely related to home renting and buying prices. This is why rent prices, rising or declining, can have an impact on an employee accepting a relocation assignment. While many might think that the only way to get an employee to move for their new job is to throw more money their way, there are relocation policies that can be set up to help offset the cost of living and make moving expenses more manageable. 

 

First off, offering corporate housing options can help persuade an employee. Corporate housing is short-term housing from anywhere from 30 to 90 days. The primary purpose of providing employees with this benefit is to give them time to scout out neighbors or apartment complexes they might want to move into permanently in their new destination. This way, the employee doesn’t rush into signing a lease that they will not be happy with long-term. 

 

Many employers also see success when they work with a relocation service provider who can guide them in lease management options. The most straightforward example would be for the employer to provide compensation for an employee breaking their current lease. Often, to break a lease on a rental property, it can cost too much to make it worth it. But there are relocation policies where lease break coverage can be included.

Let GMS Help with a Cost of Living Analysis

Global Mobility Solutions (GMS) has been the industry leader in relocation for over 30 years. We specialize in helping companies get their employees from point A to point B. Whether your employees need to sell and buy a home or break their lease and sign a new one, we can help you by setting up relocation policies that will make a smooth transition for you and your employee. 

 

On top of rental and home-buying assistance, we also have great corporate housing providers who can set up your company with some short-term housing options. 

 

And lastly, GMS’ expert team would be more than happy to provide you with some cost of living analysis for some of the major markets, not only in the US but international destinations as well. We assist with these analyses to make it easier for your employee to want to accept the relocation assignment.

 

At GMS, we understand how hard it can be to get the right person in the right seat, which is why we are here to help in any way we can. Reach out today to schedule a free consultation, where one of our relocation experts will review your relocation policies to see where improvements and cost-saving changes can be made. 

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A Guide to EAP Programs

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What is an EAP?: Everything you need to know about setting up EAP Programs for your employees

An Employee Assistance Program (EAP Program) is a professional service program designed to help employees handle issues that arise daily in both a career setting and their personal life.  An EAP provides benefits to employees in the form of counseling and other services. In most cases, these programs also offer resources to managers and employers through organizational development and training. Typically EAPs are set up by the company’s human resources department. Various vendors can help a company set up an EAP.

Most companies have an online portal where employees can review and utilize these special EAP benefits. The most common benefits include mental health counseling, discounts on other services, and sometimes gym memberships or phone bills. 

This guide provides insight into what an EAP is and the associated benefits and standard services usually included. Choosing the right program for your organization is essential, as the services provided can directly impact the well-being of your organization. Therefore, it is critical to ensure that your employees are provided the assistance and help they need.

Common EAP Program Services

Each company will have different areas of services to offer its employees, but here are some of the standard services EAPs usually include:

Mental Health Counseling

Employees who are stressed or overwhelmed by personal or work situations can’t perform their duties effectively. An employee’s poor mental health can lead to decreased productivity, increased absences, and errors that might lead to safety mistakes. An EAP that provides counseling can be the perfect resource that an individual might need to get help. A solid EAP will have a list of counselors that an employee can choose to contact. 

In most cases, the employee’s immediate family members can also have access to counseling through the EAP. This is an essential detail that companies should look into because if the employee has a family member who is having a rough go of it, their productivity can be just as compromised, just as bad. 

The 24/7 online and over-the-phone counseling programs have become more popular over the years. It is expected that many EAPs will cover this type of counseling, but companies should go the extra mile to ensure that in-person appointments can also be made for employees.

Personal Life Resources

It’s not just enough to promote a healthy work/life balance. Companies should put processes in place that create a perfect work/life balance. Numerous employees struggle with finding the right mix of working hard for the company and taking time for themselves. Some situations come up in everyday life that sometimes requires additional assistance. Personal life resources are meant to provide employees with the options they need help with. 

The most common life situations that employees may need help with are: 

  • Child care
  • Pet care
  • Housing services
  • Education
  • Elder/adult care

That’s not to say that the company should pay for each employee’s daycare or pet boarding services. But an EAP could be an excellent opportunity for the company to get a stellar price from vendors offering these services and then promote a great price to employees. This sets up a win for all parties. The company gets a happier, less stressed employee. The employee receives these services at a reduced price. And the providers for these services get repeat business. 

Career Advancement Services

This one should go without saying. Every company should invest in the advancement of its employees. It is a good idea to include career advancement programs in EAPs. Special training, classes, or conferences that can help employees learn more about moving up to the next level has numerous benefits. Employees who feel they are trained and appropriately promoted are more likely to stay. 

If the company can train and then promote from within, it can help cut down on employee turnover. And every company knows that employee turnover costs money because the hiring process can take much longer than expected.

Update Your EAP with Relocation Services

An excellent way to make your EAP more comprehensive is to include a small range of relocation services for employees to utilize. With so much of the workforce going remote these days, companies are not as willing to pay to relocate employees, but if the company were to partner with a reliable relocation service provider such as Global Mobility Solutions (GMS), then they could add talent mobility benefits to their EAP. 

If employees have relocation benefits at their fingertips, they can move to where their family is most comfortable, at a more affordable price, without the company having to pay for it. This could be a good setup for companies in a remote setting. 

There are still benefits of working with a relocation management company for companies not in a remote setting. For starters, relocation companies have a long list of reputable real estate agents who can still assist employees who are looking to move within the state. Also, partnering with an RMC can give you options for moving companies within your EAP, so employees who have to find a new apartment or house have some help moving.

Why GMS?

Why use GMS as your relocation management company in your EAP? GMS is the industry leader in talent mobility. Our expert team has been helping employees move, both domestically and internationally, since 1987. We work with companies to figure out their needs when it comes to relocation services. Whether you’re looking for full-service relocation assignments for your in-office employees or some side benefits to add to your EAP, GMS has you covered. Feel free to set up a call with one of the relocation experts who can assist you in moving forward.

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Top Coping Tips for Culture Shock During Employee Relocation

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Use these tips when adjusting to a new destination for work

Moving to a new city or a country, no matter the reason for your move, is never without a challenge. However, one of the toughest challenges to adjust to is the “culture shock” that comes with moving from one cultural environment to another. In a business environment, culture shock after relocation can negatively impact employee motivation. Due to stress, people who experience culture shock may leave their current roles or withdraw from their coworkers. That’s why we’re listing some of our top coping tips and some of the best methods of preventing culture shock.

Defining The "Culture Shock"

Before we get started on methods for dealing with culture shock after employee relocation, we first have to cover the basics. “Culture shock” is a feeling of anxiousness and alienation when a person is exposed to a foreign environment and culture. It’s one of the most significant relocation challenges people face when moving to a new country. While there are definite signs and stages of culture shock, people often experience it differently.

The most common stages of culture shock are the following:

  1.   The Honeymoon Period – This stage usually lasts for a few weeks or months after a move. It’s when a person finds the new environment interesting and exciting.
  2.   The Frustration Stage – The difficulties of the new environment start to become apparent at this point, and their effects can be felt. The most common symptom is a decline in confidence one feels in themselves.
  3.   The Adjustment Stage – The person slowly grows to adapt to their new surroundings.
  4.   The Acceptance Stage – Finally, the person can enjoy their new life in the new country.

Different people will go through these many stages in their way, or they can get trapped in one stage forever. Culture shock becomes a severe issue when a person is trapped in the frustration phase.

How To Prevent and Cope With the Culture Shock?

Although you can’t completely prevent culture shock after employee relocation, many believe you can cope with it and minimize it by doing some of the following things:

Research and Prepare

Researching thoroughly before entering a new culture might ease the transition process for your employees. To minimize culture shock, a person moving to a new culture should read up on the customs as much as possible. This is important because some cultures have different rules and a sense of humor. Additionally, you or your employee should try to learn a few simple phrases in the country’s official language – nothing too flashy, just a simple greeting and a few most common phrases. The company sometimes includes language learning and culture seminars in its relocation package. 

Finally, before moving, your employee should read about the city they’ll be moving to and try to memorize their commute, for example.

Organize a Visit

Another thing that can help minimize culture shock after employee relocation is organizing a visit to the destination country ahead of the actual move. If you or your employee are moving overseas for a new job, you shouldn’t just leap into it. The best way is to take it slow so you can know what to expect after you move. It would be best if you used an opportunity to experience the new surroundings and the culture first-hand. This first visit could be anywhere between three days and a month long. If your employee starts showing frustration and culture shock symptoms after a short time, they might not be the right fit.

Have a Support System

One of the best ways of coping with culture shock is to have a support system in place to help with your feelings of isolation and frustration. Similarly, you can help your employees by creating an environment that welcomes and accepts newcomers and creates a community for them. Moreover, you can help them stay in touch or even bring their family members to a new country. In some cases, even moving their pet with them is a great help when dealing with culture shock.

Find a Healthy Outlet

Every person should have a way of dealing with destructive emotions. However, not all those healthy outlets are available all the time. For example, a person who enjoys running as a way to deal with stress can’t do that in the freezing weather in their new country. Or, a person who enjoys long walks might not like it when it’s 100 degrees outside. If you’re moving to a new country, you should find a way to deal with your emotions healthily. Journaling is always a good example. It’s excellent for relieving stress and coping with feelings that may come from culture shock.

Meet New People

Whether it’s meeting and hanging out with coworkers or other local people, forming new connections is an excellent way of coping with the culture shock after employee relocation. At first, it could seem pretty scary, but if you get right in, you’ll meet various people who can help you adjust to the cultural differences. Maybe you’ll even make a friend or partner for life.

If you’re too scared to go out alone, that’s understandable. But know that you must make the first move and leave your apartment to get to know anyone. If you’re unsure about approaching people at a bar or restaurant, you can always join a social club or a sports team as a way to meet people.

Help Cut Down on Stress by Working with the Best

The relocation process can be a trying time for employees and their families. But one of the best ways to fight culture shock is to work with a reliable international relocation management company (RMC) that will assist you every step. 

Global Mobility Solutions (GMS) takes pride in helping employees move. Our award-winning customer service team is happy to coach employees every step of the way as they relocate to their new destinations. Since 1987, our relocation coaches have led the industry in the service provided and technology created, with one goal in mind. That goal is to provide employees with the best relocation experience possible. 

Our experts not only help with moves but can help create relocation packages that suit both your company and employees alike. Schedule a free consultation today to learn more about how GMS can assist with relocation services.

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The Relationship Between Frictional Unemployment and Relocation

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What Is Frictional Unemployment?

Frictional unemployment is the technical term for someone who is “in-between jobs” because they plan to move to a new position. Economists use this term for employees who leave their jobs voluntarily or involuntarily. There are other types of unemployment, but frictional is unique because it is seen as a natural part of labor turnover rates.

The majority of frictional unemployment is when an employee leaves their job for a new one. Career changes also fit into this category. Students who recently graduated and trying to obtain full-time positions are also considered under frictional unemployment.

Because frictional unemployment is natural in a healthy economy, it doesn’t always compel a negative impact. In most cases, this type of unemployment can be beneficial. If a higher-qualified employee chooses to explore new opportunities, companies receive applications from candidates. And in many cases, a set relocation strategy offers a significant offset to minimize time and costs for an employee moving to a new destination.

Examples of Frictional Unemployment

There are different situations that would constitute frictional unemployment. Again, because frictional unemployment numbers are high in a healthy economy, it can be suitable for companies and employees alike. The only obvious downfall on the employees’ end is that any type of unemployment can be scary and stressful. The longer the unemployment stent lasts, the harder it is on the employee and their family. Here are some everyday situations that reflect frictional unemployment:

Personal Transition

Maybe the most common example of frictional unemployment. A personal transition can include taking time off to care for kids or an ill relative to a complete career change. As always seen as voluntary unemployment, personal transitions can last just a few days to a long extended time. Career changes usually involve new training or going back to school, so they can take years in some instances. 

Another prime example of personal transition unemployment is an employee who leaves their job to start their own business. As people can save and set a foundation for their business, they do their best to time an exit from their current position to take a shot at their dream business.

Geographic Move

There are numerous situations that would fit in this category. The most seen is someone who accepts a new position in a new state or country. No one can just move overnight and be ready to work the next day. The relocation process takes some time in which usually the employee is not working, so there is a small gap in employment before the new job starts. However, if an employee accepts a promotion or corporate relocation assignment from their company, there could still be a minimal employment gap. 

Geographic move unemployment matters also occur when an employee’s spouse or partner accepts a job in another location. The employee then gives resignation notice due to the move and then searches for a new job. 

Another callout for this type of frictional unemployment might be if an employee wants a fresh start in a new home, but the company won’t allow a transfer and doesn’t offer remote work options. Obviously, this also fits into voluntary unemployment. In most cases like this, it is recommended from a professional point of view that the employee already have a position lined up in their new destination before relocating.

Skill Matching

Skill matching refers to an employee leaving their job for a position where the skills, responsibilities, and requirements are on the same level. This situation usually occurs when an employee feels underappreciated or underpaid at their current company. Sometimes, the employee will apply to open similar positions to get the pay raise they hope to reach. Or if the employee feels the new company can offer better career growth opportunities. 

Skill matching frictional unemployment happens in a thriving economy when employees have more power in salary negotiation.

Up-Skilling

Up-skilling frictional unemployment is highly similar to skill matching. The big difference is that the employee is taking a new position because they cannot advance at their current company. The most straightforward call out here is an employee who holds an entry-level job moves to a new organization to go into a manager-level role. Or a manager-level employee wants to be promoted to a director or president-level role. This switch usually happens when an employee is topped out and looking for a higher salary and more responsibilities. 

Again, up-skilling is easier done in an employee-favored economy during hiring frenzies. But, just like skill matching, the number of days unemployed is minimal and on the employee’s terms.

Entering the Workforce

Recently graduated college students who have yet to find a full-time job count in frictional unemployment rates. Younger job seekers who are applying and interviewing for positions usually make up the highest rate of this example. This situation for frictional unemployment is the most dependent upon the health of the economy. In a healthy economy where job openings are plentiful, graduates have more options and a better chance of limiting their unemployment days. 

It is not uncommon for someone who may have been a stay-at-home parent looking for their first career job since caring for children. And military members whose service time has concluded, now on the job search fit into this category also. 

How a Relocation Strategy Can Reduce Frictional Unemployment

Setting up corporate relocation policies can help companies cut down on frictional unemployment. These set policies help quicken the timeline it takes for an employee and their family to move. If the company develops its strategies with a relocation management company (RMC), processing time and costs can be managed better. Companies tend to work with relocation specialists who can provide coaching for the process and a prepared list of vendors who work in the services needed, such as movers and real estate agents. 

Frictional Unemployment can hinder companies that relocate new, existing, or promoted employees if they do not have a strategy in place. The company suffers because the moving process drags out; there are numerous days when the position is not filled. On the flip side, the employee suffers because this is time they are not getting paid. But being prepared with relocation packages to offer employees gets them from point A to point B within a reasonable timeline.

GMS Has Taken It to the Next Level

Global Mobility Solutions has been assisting companies with their relocation strategies since 1987. Our team of relocation experts knows how to help companies prioritize their global mobility needs. In addition, we have set in a new Employee Choice Program allowing employees to relocate without their company providing financial sponsorship. 

This program is meant for companies to retain top talent for positions allowed to work remotely. In addition, companies can enable employees to relocate while not having to pay for the process. GMS offers this program to companies so that their employees can utilize our list of relocation vendors at great prices. Please fill out this form to get more information on this new program put together by GMS. Then one of our relocation experts will reach out to let you know how your employees can take advantage of the Employee Choice Program. 

GMS is here to help with any relocation needs, and our Knowledge Base is full of hard-hitting blog topics that can answer many levels of questions. 

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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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Career Services Employee Development Job Market Job Seekers

Lack of Remote Work Policies Up Resignation Numbers

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Employees are resigning from companies that don’t offer flexible remote work options

In 2020 at the start of the Covid-19 pandemic, countless companies whose primary worksite was an office setting had to mobilize their employees to a remote environment. Within weeks employees who worked in an office were told to work from home. Many employees and employers saw this as an excellent opportunity to prove that remote work policies can benefit productivity and employee retention. 

Now in 2022, some companies are asking their employees to return to the office. Many found remote work strategies worked better for them and their employees. However, some companies are now in full remote workforce mode and have no plans to return to an office building. This dynamic brings hiring and employee retention policies and processes into question, with remote work options at the forefront. 

Recently, a study surveyed about 1500 employees across various industries to gauge their attitude toward remote work and flexible work hours. In addition, nearly 300 human resource managers were also given the same questions to provide a different perspective. 

The point of the survey was to conclude if remote work options for employees would be a make or break for new hires to accept a position. Or for employees to stay in general. Most of the survey’s findings showed that employees were willing to leave if the company could not offer some type of remote work policy on a regular basis.

Employees Resigning Because of Lack of Flexible Work from Home Arrangements

The study revealed that 29% of employees changed jobs in 2021, and in 2022, 34% of employees are planning to resign from their current organization. The main reason was that employees were disappointed with their company’s remote work policies. However, a significant reason is that there is a lack of flexibility in the day-to-day work schedule.

Companies that give the option to work remotely are considered a potential benefit by 46% of employees. And 35% stated that the lack of flexibility to work remotely plays a factor in searching for a new employer.

The study also showed that employees have a strong desire to work from home, as 64% of the employees stated that if told to return to the office, they would start searching for a new job. Additionally, of the employees surveyed, 91% agreed that they should be able to work from home as long as their work is getting done.

72% of employees said that flexible work arrangements are one of the most important qualities they look for in a new employer. This includes things like being able to work remotely, which is more important to employees than factors like company culture, professional development, and social impact. The only qualities to top flexible work arrangements were compensation and employee well-being. 

While employees enjoy the flexibility of remote work, employers show hesitation to implement remote work options due to the ability to determine the employees’ working hours. The employee’s location can also be a concern because there can be tax and immigration compliance issues on hand if employees are in different cities or states. The reports show that in 2022 only 46% of HR representatives were confident in knowing where their employees were located during work hours. 

Employees and HR professionals both agree that allowing employees to work remotely allows the opportunity to build a team that is based on qualifications and experience. The report shows that 90% of HR representatives and 82% of employees agree that hiring should be based on skill set over the location.

GMS Can Help with Employee Retention

Global Mobility Solutions (GMS) understands that hiring and retaining good employees is a pain point for many companies. To help organizations retain employees, GMS created our Employee Choice Program for relocations not financially sponsored by the employer. This allows companies to open up opportunities for employees looking to relocate. In addition, companies can give employees the flexibility to work remotely. 

In working with GMS to utilize this program, the company allows employees to leverage the buying power, deep discounts, and high-quality coordination from a relocation management company without financial sponsorship. In more straightforward terms, employees electing to relocate can utilize our network of vetted and qualified partners at an affordable cost without the employer’s financial assistance for management and service costs. 

GMS hopes this service can act as a win-win situation as the employee is able to stay with the company, while the organization is not hit hard with relocation costs. If you are ready to start looking into Employee Choice Programming, then contact us today to set up a courtesy consultation and demonstration. Our relocation experts would be glad to discuss how GMS can help with any of your relocation services.

We’re Here to Help! Request a Courtesy Consultation

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.

Categories
Career Services Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

States and Cities with Great Relocation Incentives

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Madrid, Spain financial district skyline at twilight.

These Cities Are Offering Government Relocation Incentives

New Year’s is the time for new beginnings. It’s usually around this time of year people start to reflect and make major changes. For many, there is no life change larger than moving to a new city or state. If you’re moving for a job offer, hopefully, the new company is offering a competitive relocation package to help with moving costs. But what about the people who were informed this year that they will be working remotely full time moving forward? If you could live and work anywhere, where would you go?

Many companies announced in 2021 that they do not plan to ask employees to come back to work in an office building with any regularity. With that said, now that many employees no longer have a daily commute to a cubicle, they are starting to think about where to live. Places with good weather and affordable housing are, of course, on top of everyone’s list. Since many of these moves are the personal choice of the employee, very few companies are providing relocation benefits. However, there are numerous relocation incentives being offered by cities and states that can help reduce relocation costs. The list below is a follow-up to our previous blog about reducing moving costs through relocation incentives that are being offered by certain cities. 

Moving can be expensive but taking advantage of these government relocation incentives can help ease the financial hit. Check out what these cities are offering:

Topeka, KS

A very lucrative relocation incentive deal, Choose Topeka is offering those who move to the city to work on-site up to $15,000 in funds for the purchase of a home and as much as $10,000 in funds for renters. There is also an option for remote workers who move to the area that equals $10,000 in home purchase assistance and up to $5,000 for those looking to rent.

Newton, IA

For most, one of the most costly needs involved when moving is buying a new home. Newton, Iowa is willing to help with that cost. If you move to Newton, you can receive up to $10,000 cash plus a “Get to Know Newton” package. This offer is for single-family homes that begin construction before 2023. This program is for new-build homes. Unfortunately, renters do not benefit from this relocation incentive.

Chattanooga, TN

Chattanooga, Tennessee is quickly becoming a well-known hub for entrepreneurs and innovators. GeekMove is a program designed to assist computer developers in relocating to Chattanooga. The biggest perk of this package is GeekMove’s offer to offset the initial costs of homeownership by providing a second, forgivable mortgage. This should provide more housing options for prospective buyers as it will make houses more affordable to the average buyer. The catch is that this offer is only good in pre-defined neighborhoods. On the flip-side, there are plenty of great neighborhoods to choose from, including some revitalized historic areas.

Alaska

Alaska has long been known for offering incentives to move there. There are numerous programs that help future residents reduce the cost of their move to the state. One of the more sought-after relocation programs is the Trade Act. The Trade Act offers allowances to help people move to Alaska once a position is accepted. In some cases, up to 90% of relocation costs can be covered for the employee and the immediate family. This allowance can be used towards the shipping of your household goods, one of the most expensive facets of any relocation. As a bonus, most people can qualify for a lump sum payment of $1,250 to help them get settled into their new Alaskan home.

GMS Relocation Programs

GMS is here to help you craft competitive relocation policies while taking advantage of the relocation incentives programs offered by various state and local governments mentioned above. Contact us today to talk about how your company can obtain and retain the best talent from anywhere. Don’t let location prevent your company from having the best candidate in the right position.

We're Here to Help! Request a Courtesy Consultation

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.

Categories
Business Services Career Services Employee Development Job Market Labor Force

Preparing for 2022 Workplace Trends

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What lies ahead for the average workplace in 2022?

It is hard to believe that the fourth quarter of 2021 is already upon us. So much has happened in the US (and around the world) the past two years, but it still feels like it’s moved ahead at a blurred pace. The modern workplace is constantly evolving as it is, but the past few years have forced numerous industries to change their workplaces due to Covid restrictions with little to no warning. Keeping up on trends to ensure that your company’s workplace or work plan is positive, collaborative, and flexible is important to making sure you can employ the best talent for each position.  

A healthy workplace not only attracts the best talent but also can help improve employee performance and productivity. Employee turnover is an expensive problem for a workplace that is struggling with morale or productivity on everyday tasks. In order to set up your workplace for employee success in 2022 and beyond, check out these trends that you should consider implementing throughout the new year:

Gen Z Is Coming

Demographic shifts are something that cannot be halted. In the past four-plus decades we’ve seen the workforce transition from Baby Boomers to Gen X to Millennials. Now, the next generation is ready to start entering the business world. Gen Z (born between 1997 and 2010) is the newest working generation and stats are predicting that they will make up about 40% of the global workforce entering 2022. 

The main difference between Gen Z and the previous age demographics is Gen Z was born and raised with technology in hand. With mobile phones, tablets, laptops, endless apps, and more, Gen Z has been steeped in technology. This familiarity has allowed Gen Z to embrace technology and the improvements it can provide in the workplace. They are quicker to catch on to updates to systems and policies and adapt to using new software when asked. Small and midsize businesses will need to explore the habits, skillset, and mindsets of this new working generation to ensure that their business can stay up to date against the competition. Using old technology and software or outdated workplace policies can hurt a company’s chances of hiring the best candidate for a job if most of the applicants are from this new generation. 

To keep up with this new generation, and to keep pace with the workplace trends of 2022, it could be time for your organization to review office practices, routines, training, and career progression plans.

Working Remotely and Flexible Work Schedules

Mainly due to Covid-19 office restrictions, many companies learned that employees can be just as productive working remotely as they can sitting in a central office complex. 2020 and 2021 have shown companies that there are many benefits to allowing employees to work remotely. There are two main advantages for employees. The first is the improved work-life balance that can be achieved when the employee no longer needs to commute back and forth to an office five days per week. The other is not dealing with the stress of rush hour traffic each way during these daily office commutes. Both of these points can also benefit the employer because if employees are less stressed, then they are more likely to be productive during the workday. 

Allowing employees to work remotely full-time, even after all Covid-19 restrictions are lifted, is something that is going to be the new normal. In a survey sent to company leaders, it was reported that 47% of companies said they will let employees work remotely full-time, while 80% from that same survey said they will allow at least part-time work away from the office. 

Also, the mandatory 8am to 4pm or 9am to 5pm work schedules are being left in the dust by innovative managers. Companies (whether they allow remote work or require office work) should consider flexible work schedules. Again, it helps employees be able to retain a work-life balance that will keep them happy, positive, productive, and less distracted.

Set Realistic and Motivating Promotion Paths

Many larger companies tend to get bad reputations when it comes to employee growth and promotions. Often, employees of bigger branches feel like just a number in the system and seem stuck once in the same position for a few years. This creates a culture that lacks creativity and passion, ultimately hurting company performance. In addition, current trends have shown a huge increase in open jobs that need to be filled. Companies who do not have set promotion paths for a majority of their employees will probably have a hard time keeping talent, because they can advance their careers by filling one of the numerous open positions that need to be filled. 

When ownership groups and managers can come together to set realistic goals that can give the employee a clear path to development, promotions, raises, new training, and new opportunities it can set a great work culture that employees will want to work at and thrive at for years to come. It should be noted that it is not advisable to simply set career paths for new employees and leave it at that. Regular reviews should be set for all new and current employees to  meet with a company leader to discuss their place in the organization and how to further develop their professional skills and advance within the department or company.

Keep Communications Open and Sociable

Today, simple conversational and writing skills can be difficult for some employees. Many younger employees who are new to the workforce have grown accustomed to communicating primarily through text messaging or social media. Encouraging your employees to be more personal when communicating, especially when working remotely, can go a long way towards their overall personal and professional development. Providing software that can include instant messaging and easy-to-use video calls can promote your employees to speak face to face when possible. This will go a long way in developing a work culture where employees not only feel like a person, but feel that they are interacting with other “real” people.

Stay On Top of Workforce and Workplace Trends

Global Mobility Solutions offers readers updates on relocation industry trends on a regular basis. Our command of emerging trends have allowed our team to help countless companies to develop robust and competitive relocation programs, enhance their retention of talent, and acquire the fresh talent needed to grow their business. GMS performs regular benchmarking studies to track and evaluate policy trends and identify shifts in the mobility landscape. GMS is committed to staying in-the-know regarding the challenges facing a wide range of industries that have a need for global mobility and relocation services. 

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At GMS, we make it a priority to know how talent mobility is changing in each major industry. What are the best practices? How are other companies changing their programs to retain a competitive edge? Your Mobility Pro will be in touch within 1 business day to help answer your questions and benchmark your industry.

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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