Category: Relocation Challenges

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Top 5 Challenges Facing Companies with 1 to 25 Annual Relocations in the Post-COVID Era

delivery man lifting cardboard boxes from the back of his truck
Photo of a delivery man lifting cardboard boxes from the back of his truck.

Companies with 1 to 25 annual relocations face a number of challenges for their relocation requirements. Many full-scale Relocation Management Companies (RMCs) provide a limited range of services for companies that annually move less than 25 employees. As a result, companies may face higher costs and lower levels of service for their relocation programs.

By comparison, GMS has extensive experience in working with clients that move less than 25 employees each year, making GMS the relocation industry expert. Choosing a relocation partner that specializes in working with companies that have lower volume programs will ensure successful relocations and the best possible employee experiences.

What are the Top 5 Challenges for Companies with 1 to 25 Annual Relocations?

The top 5 challenges facing companies with 1 to 25 annual relocations span the entire relocation process. Many of these challenges arise because some RMCs focus solely on companies that have large numbers of employee relocations.

Challenge #1 Lack of Performance Guarantees and No Quality Performance Metrics

Service level guarantees ensure clients receive the service they expect for their relocations. Some RMCs do not provide these guarantees to clients that move less than 25 employees

GMS SOLUTION: GMS provides a range of service metrics across all services, for all clients.

Challenge #2 High Fee Structures

Some RMCs charge companies that move less than 25 employees much higher fees to make up for lower margins and lower profits than they receive on their larger clients. Companies with 1 to 25 annual relocations are also less likely to need additional services. This results in lower revenues on additional services.

GMS SOLUTION: GMS offers a “One Fee Promise” for clients, ensuring fair and equal treatment.

Challenge #3 1 to 25 Annual Relocations Receive No Choice in Supplier Vendors

Many RMCs require their clients to use the RMC’s own network of suppliers under the guise of “economies of scale.” What this really does is drive more revenue and profit to the RMC, while the client ends up with no choice.

GMS SOLUTION: GMS features a Freedom of Choice™ model for all clients. GMS is not affiliated with any service provide, so clients have choices based on performance and savings.

Challenge #4 Limited Services

Some RMCs limit services to companies with 1 to 25 annual relocations. As a result, these clients must pay fees to other service providers to obtain valuable and necessary mobility services such as pre-decision/pre-hire, expense management, and travel coordination.

GMS SOLUTION: All GMS clients receive the same high level of service quality.

Challenge #5 Limited Funding Solutions

Most companies with 1 to 25 annual relocations must pay all (or most) of their relocation costs upfront. Then employees submit expenses for reimbursement. This process can take several weeks.

GMS SOLUTION: GMS lets clients determine the funding solution best fits their needs, including zero-interest options. Also, GMS provides a customizable invoicing schedule.

What Should Companies with 1 to 25 Annual Relocations do?

Companies with 1 to 25 annual relocations should choose to work with an RMC that has experience with clients who move less than 25 employees. GMS has ideal solutions that meet the common challenges these companies face.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of companies with 1 to 25 annual relocations understand why they should work with a relocation industry expert. We can help your company understand how benefit from all of the GMS solutions for your relocation program.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Powered by GMS’ 2020 Mobility Benchmark, the innovative GMS Program/Policy Evaluation (PPE) Tool provides instant relocation policy reviews. It also helps users gain insight into how their company’s relocation program compares to their industry peers.

Learn how GMS’ experience is best suited for your company’s 1 to 25 annual relocations. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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.

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Domestic Relocation Domestic Relocation Tips Household Goods Relocation Challenges

Pet Relocation from the Pet’s Perspective

A happy yellow lab dog sitting on a sidewalk.

Pet relocation needs are often considered after an employee has accepted a position. If your company has new hires and transferees who are planning to relocate along with their pets, there are many points to consider. For example, housing at the new destination, household goods move logistics, and transportation options should be top of mind. Has the employee thought about their pets? Could pet relocation be as simple as opening their car door? Why not let their pet jump in the back seat as they ponder a long drive?

From a pet’s perspective, relocation may be fraught with confusion. Certainly costs may be involved, and there may be specific veterinary requirements such as current vaccinations. Before employees start making decisions, it is important to know the specific requirements their pet must meet, and what they may experience during a pet relocation.

Health and Vaccinations for a Pet Relocation

Many states require that pets have proof of current rabies vaccination from a licensed veterinarian. For example, the state of Florida maintains this requirement for dogs and cats 3 months of age and older. However, other states may require an official certificate of health. Requirements across states vary, and should be investigated prior to the pet relocation.

The United States Animal Health Association (USAHA) publishes a list of each states animal health officials. Additionally, USAHA publishes a list of sovereign territorial animal health agency members for the Navajo Nation and the Commonwealth of Northern Mariana Islands. It is important to contact the appropriate state agency at the destination. You should verify the most recent requirements for pets moving to the new location.

After the Veterinarian Visit, What is Next on the “to do List” for a Pet Relocation?

Once the employee’s pet stops giving them guilt-inducing looks following the most recent visit to the veterinarian, the actual logistics should be considered. What is the best option to get the pet from their current home to their new home? There are a multitude of choices, each with its own advantages.

Automobile

What could be easier than a nice drive with a pet? Consider how long the drive will be. Is it an hour, or is it several days? An hour, or even a few hours, might be easily doable for the employee and their pet. From a pet’s perspective, this might be their optimal choice for their pet relocation.

Now imagine yourself in the back seat of your car for several days. Would you feel comfortable and happy? Remember traveling for a day or two (or more) will also require stops at night. Hotels may accepts pets, and may charge extra for this convenience. Safety is also an important consideration. Each transition into and out of the car may provide an opportunity for a missed leash or a losing grip. Groggy pets might be susceptible to a fall as they exit the car. As a result, a pet may not prefer long trips in the back seat of their owner’s car.

Air Travel by Carry-on Luggage versus Cargo

Pets that can travel by air in carry-on luggage must be small enough to fit beneath the seat. Cats, small dogs, a rabbit, and similar small pets may be able to travel this way. Service animals and emotional support animals generally do not need to meet these requirements. For pets that meet these requirements, this might be a favorable choice. They get to be near their owner, and are protected in their carrier during the travel experience.

Airline travel has changed during the COVID-19 pandemic. Travelers should look into various airline policies regarding pets, service animals, and emotional support animals. Online resources such as Guide to Flying with an Emotional Support Animal may provide helpful information.

Air travel by cargo may be the only option if the pet is large. While the vast majority of pets that travel by cargo do well, some issues give owners pause for concern. The U.S. Department of Transportation publishes a monthly report to assist consumers with information on the quality of services provided by airlines. According to the June 2020 report, there was one report related to pet relocation. Recently many airlines have suspended the option for pets to fly in cargo. From a pet’s perspective, this type of travel may be more challenging. Since they will not be in sight of their owner, they may not feel happy and secure.

Rail Travel on Amtrak

Amtrak allows pets to travel by rail provided they meet certain guidelines:

  • Up to 20 pounds (pet and carrier)
  • Trips no longer than 7 hours
  • Signed pet release and indemnification
  • Pet must be at least 8 weeks old, odorless, harmless, and not disruptive

Notably, pets must travel with a human. Amtrak does not ship pets, or allow them to travel as a checked bag. With their owner along for the ride, travel by rail might be a surprisingly easy and pleasant option. The built-in limitation for 7 hour trips might benefit both the employee and their pet by providing scenic stops along the journey. Pets that meet the requirements may find this to be a favorable option.

Specialized Pet Transport

The International Pet and Animal Transportation Association is an organization of professional pet shippers. With members located in more than 80 countries, IPATA pet shippers work together to provide safe and secure pet relocation. There are specific requirements that must be met, such as vaccinations and health certificates. If the employee’s timing is critical and they are not able to bring their pet through air travel, IPATA may provide an option to meet their needs. From a pet’s perspective, if they can’t travel with their owner, then traveling through a professional service might be a viable option.

International Pet Relocation Health, Vaccinations, and Possible Quarantine Requirements

The United States Department of Agriculture Division of Animal and Plant Health Inspection Service notes there may be health requirements specific for international destinations. These requirements may include obtaining a health certificate, updating vaccinations, requisite diagnostic testing, or administration of medications.

The international relocation may require quarantine time for the pet. For example, pet relocation from the United States to Taiwan requires the importer to “…apply for an import permit and make a reservation of the post-entry quarantine space from animal quarantine authority at the port of entry.” Also, “When conducting the quarantine inspection, BAPHIQ (animal quarantine authority) will check the veterinary certificate and detain the dog or cat at the designated post-entry quarantine location for 7 days. During quarantine detention, the blood of the dog or cat will be sampled and tested again for rabies antibody.” Ultimately, pets that may need to undergo quarantine are bound to not be the happiest tail-waggers. However, when they are reunited with their owners, their happiness may increase. Especially if the owner shares big hugs and some delicious pet treats.

What Does This Mean?

It is important for new hires and transferees to understand issues related to pet relocation. Employers should be sure to extend the same level of service to pets as they would to human members of the relocating employee’s family. They should also ensure safe animal transportation options are available.

Employers should work with a qualified and experienced Relocation Management Company (RMC) that can provide guidance for safe and reliable pet relocation. RMCs can help clients and transferees understand how to arrange for the best pet relocation options.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to help their new hires and relocating employees with pet relocation. We can help your company utilize pre-decision services to identify needs and requirements to ensure a smooth relocation process for the employee, their family members, and their pets.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. As a result, GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning about pet relocation solutions, or give us a call at 800.617.1904 or 480.922.0700 today.

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.

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Business Services Choosing a Relocation Company Corporate Relocation Relocation Best Practices Relocation Challenges United States Economy

Post-Pandemic Business Planning: The Importance of Pre-Decision Services

Shot of a mature businessman having a brainstorming session against a glass screen in a modern office

What will your employer’s post-pandemic business planning require? The United States has seen two months of unexpected employment increases, far beyond expectations. According to the U.S. Bureau of Labor Statistics, the employment situation over the past two months reflects:

May 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 2.5 million

Unemployment Rate declining to 13.3%

June 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 4.8 million

Unemployment Rate declining to 11.1%

A Returning Workforce Requires Thoughtful Post-Pandemic Business Planning

Many employers are currently making plans for their returning workforce. They may need to develop new workspace configurations in order to limit COVID-19 issues. They may also need to hire new employees, develop a robust talent acquisition program, or arrange for short term domestic assignments.

Post-pandemic business planning must take into account a variety of issues and factors that many employers have not ever thought of, let alone have expertise in. Operating a business in the aftermath of COVID-19 requires significant measures of research, analysis, and thoughtful approaches to solutions.

Pre-Decision Services Help Employers Understand the Issues of Importance

Employers focusing on talent acquisition as part of their post-pandemic business planning should work with a Relocation Management Company with knowledge and experience in pre-decision services. As the original pioneer of the benefits of pre-decision services, Global Mobility Solutions (GMS) can help employers understand the issues of importance to new hires and transferees. GMS offers a wide range of pre-decision services including candidate assessments that help clients assess the circumstances of prospects who are likely to succeed.

Candidate Assessments Provide Valuable Information for Post-Pandemic Business Planning

Candidate assessments provide valuable information for employers as to the expectations of new hires and transferees. New workspace configurations and requirements should be clearly communicated during the pre-decision phase. Questions and feedback from candidates and transferees will provide a valuable source of input and guidance for an employer’s post-pandemic business planning with respect to COVID-19 planning and hazard reduction efforts. With respect to post-pandemic business planning, pre-decision services provide several benefits for clients by:

  1. Clearly identifying a candidate’s issues, concerns, and questions
  2. Completely eliminating any risk of non-acceptance
  3. Minimizing policy exceptions
  4. Increasing the accuracy of budgets
  5. Providing cost savings for the client
  6. Increasing job acceptance ratios
  7. Streamlining the candidate’s orientation to the new location

How Can GMS Help Your Company’s Post-Pandemic Business Planning?

GMS has the knowledge and experience to help your company understand how to identify issues and learn about useful resources. GMS’s team of domestic relocation experts can help your company learn how to use information gathered during pre-decision services to enhance post-pandemic business planning.

As a result, we can help your company develop robust plans during its post-pandemic phase of operations. This will help maintain your competitive position in the marketplace for highly skilled and qualified talent.

What Should Employers do?

Employers looking to enhance their post-pandemic business planning should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs are ideal sources for information on corporate relocations, workspace setups, pre-decision services, and many issues specific to each employer’s needs surrounding new hires, transferees, and talent acquisition.

Conclusion

GMS’ team of corporate relocation experts has helped many of our clients determine how to identify specific needs of new hires and transferees through pre-decision services. Our team can help your company determine how to leverage information gathered from new hires and transferees. As a result, this will help your company enhance its business planning process.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators. This leadership revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn best practices from Global Mobility Solutions. Our relocation industry and technology experts are dedicated to keeping you informed and connected. Contact our experts online to learn more about how your company can leverage pre-decision services to enhance its post-pandemic business planning, or give us a call at 800.617.1904 or 480.922.0700 today.

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.

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Job Market Job Seekers Relocation Challenges Talent Mobility United States Economy Visas and International Travel

Administration Limiting Immigration Visas due to High U.S. Unemployment Levels

The Trump administration will be limiting immigration visas in order to protect U.S. workers suffering from job losses during the COVID-19 pandemic. The order also bars groups of foreign workers. Several types of visas fall under the new executive order. The administration believes the new restrictions are necessary to counteract the impact of high unemployment levels.

The Proclamation issued on June 22, 2020, amends the Proclamation 10014 of April 22, 2020 to have an expiration of December 31, 2020. An important point to note in the Proclamation is that it only applies to any alien who, on the effective date of the Proclamation:

  1. is outside of the U.S.
  2. does not have a valid nonimmigrant visa
  3. does not have an official travel document other than a visa that permits travel to the US for entry

The Proclamation also requires three Secretaries to confer and consider any necessary modifications within 30 days of June 24 and every 60 days from then on. The three Secretaries that will review conditions limiting immigration visas are responsible for these U.S. Departments:

  • Homeland Security
  • State
  • Labor

Limiting Immigration Visas: Impact

The new executive order limiting immigration visas will impact several visa categories, including the following:

H-1B Specialty Occupations

H-1B visas are subject to the Trump administration’s skills-based immigration plan. They are also subject to the U.S. Citizenship and Immigration Services new online H-1B visa lottery registration system.

Basic Requirements:

  1. Theoretical and practical application of a body of highly specialized knowledge
  2. Bachelor’s Degree or higher level of education

H-4 Dependent Spouses and Unmarried Children Under 21

H-4 visas are a temporary, nonimmigrant visa for the spouses and unmarried children (under 21 years of age) of H-1B visa holders. In some cases the U.S. has provided work permits for H-4 visa holders that are valid as long as their H-1B visa holding spouse remains H-1B eligible. Visa holders in this category are dependent upon any issue limiting immigration visas for their H-1B visa holding spouse or parent.

Basic Requirements:

  1. Is the spouse (or child) of an H-1B nonimmigrant
  2. The H-1B nonimmigrant spouse:
  3. Must be the principal beneficiary of an approved Form I-140, Immigrant Petition for Alien Workers
  4. Has been granted H-1B status

H-2B Temporary Non-Agricultural Workers

Basic Requirements:

After USCIS approved Form I-129 Petition for a Nonimmigrant Worker, prospective H-2B workers who are outside the U.S. must:

  • Apply for an H-2B visa and then seek admission to the U.S.

or

  • Directly seek admission to the U.S in H-2B classification at a U.S. port of entry in cases where an H-2B visa is not required.

L-1A Intracompany Transferee Executive or Manager

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide service in an executive or managerial capacity

L-1B Intracompany Transferee Specialized Knowledge

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide services in a specialized knowledge capacity

Executive Order Limiting Immigration Visas Includes Exchange Visitors

The U.S. Department of State administers the exchange visitors program. The Department also designates the sponsors for exchange visitors. Many of the categories in the exchange visitor program cover students and teachers.

J-1 Exchange Visitors

J-1 classification is for those who intend to participate in an approved program for the purpose of teaching, instructing or lecturing, studying, observing, conducting research, consulting, demonstrating special skills, receiving training, or to receive graduate medical education or training.

Basic Requirements:

  1. Submit a Form DS-2019, Certificate of Eligibility for Exchange Visitor Status to the U.S. Department of State (no blank DS-2019 Forms exist; each is printed with a unique identifier)
  2. Upon obtaining Form DS-2019, apply for a J-1 visa through the U.S. Department of State at a U.S. Embassy or Consulate

What Should Employers do About the Administration Limiting Immigration Visas?

Companies should continue to stay informed about the administration’s interest and activities limiting immigration visas. This new executive order may have a significant impact on an employer’s ability to recruit and hire foreign talent. As a result, knowing what to expect can help companies determine how to leverage strategic resources and respond accordingly to meet corporate objectives.

Companies should also work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs can help companies design a robust talent acquisition program. Also, RMCs can help a company design an industry-leading relocation program that will give them a competitive advantage in the global market for highly skilled employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding travel and immigration. Our team can help your company understand how to develop plans to mitigate the impact of the administration limiting immigration visas.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss your company’s interest in learning more about the Trump administration limiting immigration visas, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Flexible Transportation Solution for a Changing Mobility Landscape

The young Family is enjoying their new Home

Many GMS clients currently reviewing their relocation policies and international assignment programs find they need a flexible transportation solution. Responding to issues around the COVID-19 pandemic, companies are recognizing that shared and public transportation may not provide an optimal solution.

Issues of concern may center on proximity to others, sanitation and cleanliness, or reduced service levels impacting commuting patterns. As a result, the need for a flexible transportation solution for transferees has become a priority as both the return to work and remobilization of talent begins to unfold.

GMS spoke with Afia Arneja, Senior Vice President, International AutoSource (IAS). Afia agreed to share her expert guidance on this topic.

Growth Ahead for Short Term Assignments, Long Term Business Travel

Afia believes the relocation industry will experience an increase in short term assignments and long term business travel due to the current pandemic. These aspects of relocation may be driven by different factors. However, both short term assignments and long term business travel will require employers to address transportation for the employee in the new location. IAS has seen an increase in requests from companies who have transferees experiencing longer trips and challenges with public transportation options.

ReadyDrive Program Provides Flexible Transportation Solution

Employees who are on travel or assignment need some form of transportation to ensure they are able to commute and travel to work. However, not all will require permanent vehicle ownership in their new location. Many local government officials are asking residents to avoid using public transit. Afia notes that IAS has an ideal solution with their ReadyDrive program. The ReadyDrive program offers a unique service to support this growing group of global talent.

What is the ReadyDrive Program?

The ReadyDrive program is a worldwide car rental program that Afia states was created exclusively by IAS for the global relocation industry. The program provides an all-inclusive, flexible, and full service rental car option for both international and domestic assignees, as well as business travelers.

The ReadyDrive program is an ideal solution for:

  • Any assignment lasting 30 days or more
  • International short term assignments
  • Domestic short term assignments
  • Any assignee who may not require a traditional car lease or loan
  • Any assignee who may be on an assignment less than 2 years
  • Newly arrived employees who may receive the benefit of a monthly car rental from their employer
  • Contract workers
  • Project workers
  • Long term business travelers

Employees on any of these types of assignments can use the ReadyDrive program to ensure they are mobile from the moment they arrive in the new location.

What are the Benefits of the ReadyDrive Program as a Flexible Transportation Solution?

Afia notes the ReadyDrive program offers several distinct benefits to support employers and their employees:

  • Globally Minded – ReadyDrive offers rental car solutions in over ten thousand locations across the US and in over 150 countries worldwide.
  • Cost Effective – With preferred rates regardless of location and season, the competitive pricing is fixed, with structured pricing globally. This offers both assignees and companies a resource for managing budgets and costs. There is no seasonal inflated pricing, or popular location surcharges.
  • Comprehensive insurance – Included with each monthly rental is collision and 3rd party liability coverage. Rental car insurance can be extremely expensive with monthly costs totaling hundreds of dollars. By comparison, IAS offers coverage at no cost to assignees.
  • Unlimited mileage per month – No mileage restrictions ensure renters are free to drive as needed.
  • Spouse and coworker sharing – Renters may share the vehicle with a spouse or coworker who will be automatically covered under the insurance. There are no additional driver fees.
  • Scheduled vehicle maintenance – Long term renters will enjoy a well-running vehicle with convenient options for vehicle exchange and regular service.
  • Basic roadside assistance – No charge roadside assistance. This supports any driver and ensures vehicle towing and replacement if there are any mechanical failures with the vehicle.
  • Safety – There are many global directives for individuals to avoid public transportation. IAS rental partners take extensive safety measures to ensure all renters have clean, safe, and reliable transportation.

ReadyDrive Team Members Manage Every Step of the Rental Process

The ReadyDrive program offers a flexible transportation solution that is unparalleled in the mobility industry. Afia states that ReadyDrive team members manage every step of the rental process with assignees, from initial quotation, through rental bookings, and finally with vehicle return. The ReadyDrive team provides ongoing support to customers and companies with all aspects of their rental experience, including rental extensions, incidents, claims, and more. The ReadyDrive program provides business travelers and assignees with high touch service throughout the entire rental period.

Customer Comments Show Appreciation for a Flexible Transportation Solution

Afia also shared some recent customer comments from participants in the ReadyDrive program. She believes the comments show how the ReadyDrive program results in higher assignee and business traveler satisfaction:

  • “Thank you for the follow-up. The experience was great. The pick-up was quick and fast.” 
  • “Everything was perfect, the car and especially the kindness and professionalism of the agent who assisted me yesterday when I picked the car up.” 
  • “Everything is great so far. I’m satisfied with the vehicle and the service.” 
  • “Yes, all is well with the car and the service was excellent!”

IAS offers employees a flexible transportation solution that will meet all of their requirements and more. As employers begin mobilizing their workforces, the ReadyDrive program is an ideal solution for local transportation needs.

What Should Employers do?

Employers with employees on short term assignment or traveling for business should look into a flexible transportation solution. The current COVID-19 pandemic results in guidelines that support clean, non-public transportation options. IAS’s ReadyDrive program is an ideal solution for local transportation. IAS provides superior solutions that give employees peace of mind for their vehicle needs.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to identify assignee and business traveler needs. Our team can help your company understand how to provide a flexible transportation solution through the IAS ReadyDrive program.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss your company’s need for a flexible transportation solution for assignees and business travelers, or give us a call at 800.617.1904 or 480.922.0700 today.

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.

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Domestic Relocation Challenges Job Market Job Seekers Labor Force Relocation Challenges Talent Management Talent Mobility United States Economy

Returning Workforce: Tips to Help Bring Employees Back to the Office

Asian businessman wear face mask attach reopen sign at office after lockdown due to coronavirus covid-19, business new normal and social distancing concept

Across the working world, many employers need to prepare for their returning workforce. Employees may have been working from home for several weeks or even a few months due to COVID-19 restrictions. Some offices and facilities may have closed very quickly to meet local or state requirements. How should employers approach welcoming employees back to the workplace?

Relocation Industry Suppliers Share Plans for Their Returning Workforce

GMS interviewed five relocation industry suppliers to find out what they plan to do for their returning workforce. We spoke with one supplier in the Household Goods Moving Industry, one Real Estate Broker, one Corporate Housing Provider, one Destination Services Provider, and one Home Mortgage Lender. We also asked these companies to share any resources they used to help them define their approach.

Each of these companies are leaders in their respective industries. As a result, their answers provide a wealth of insight and knowledge. GMS clients may be able to learn valuable information they can use as they develop their own plans for their returning workforce.

Household Goods Moving Company Plans for Their Returning Workforce

Mike McGill, Senior Vice President: Mills Van Lines

“From a remote work standpoint, the main area that this has impacted is our office staff that supports all of the services being performed in the field – i.e. sales, customer service and accounting – most of whom started working from home on 3/16. Thanks to the technology available to all of us, the transition from in-office to remote work was quite seamless and has enabled us to continue to function without interruption (I can’t imagine what we would have done if this pandemic struck 20 years ago). That being said, we run a single location company, with our HQ facility in Ohio. We have been following all of the guidelines of local, state, and federal government – as well as the CDC – and will continue to do so.

Governor of Ohio Announcements

The governor of Ohio made announcements earlier this week that they will allow non-essential businesses to start a phased opening – with some starting back up on 5/1 (doctor/dentist/veterinarian offices), others on 5/12 (retail and consumer stores), and even more later in the month (likely restaurants, bars, and salons). As part of those announcements, the governor requested that individuals who can work from home should continue to do so for the time being.

Communications to Team Members

We have communicated to our team members that we will continue to follow the guidance of the governor, and that we would like them to work remote until further notice. When we get to a point where it is safer to be out and about, we will definitely allow them to return to the office, but we have also let them all know that it will be up to each of them individually to decide when they feel ready to do so.

Adjustments Made to Enable Staff to Return to Office

Regardless of when the offsite staff does return to our office, we have already made adjustments to enable them to do so. Effective in early March we ramped up cleaning and disinfectant activities at our facility. We also started placing bulk orders back in March for supplies like disinfectant soap, hand sanitizer, and masks – and those orders have been arriving over the past 6 weeks. And we have asked that everyone keep 6 feet apart when interacting within the facility. We are fortunate because we have a good amount of space in our office that will allow for our entire returning workforce to be here at work and still be more than 10-15 feet apart at all times.”

Real Estate Broker Plans for Their Returning Workforce

Erik R. Brown, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®”: Compass

“We are following the guidelines of our local health officials and authorities. Fortunately in our world, we can work remotely while still servicing our clients’ wants and needs effectively. When California’s Safer at Home order is lifted (currently scheduled for 5/15), there will be social distancing recommendations for offices to follow. I am thankful that Compass is so agent-centric and forward thinking to plan for the long term health of our agents and staff.

Appropriate Social Distancing

Thankfully as a Realtor® I don’t handle the office administration; that is a massive job WITHOUT the intricacies of prepping for appropriate COVID-19 best practices! I know both in office and while showing homes and properties, appropriate social distancing, masks, small groups and the like are and will be the norm for the foreseeable future. Though I miss handshakes and hugs, I am a black belt in Zoom. 🙂

I am communicating much more online and the phone. Virtual meetings, Facebook Lives, Video messaging were a part of my practice, but now are commonplace for my team and me to communicate with clients, prospects, vendors, and colleagues. I have utilized virtual assistants for years, so developing an online infrastructure was something I did years ago. Much of our work then has become the foundation of what we do now.”

Corporate Housing Provider Plans for Their Returning Workforce

Ann Moore, Managing Partner: ATB Furnished Housing

“Although we all miss ‘normalcy’ ATB will resume business in stages based on our success rate of keeping our team healthy and virus free and our plan to open reflects this strategy. Because we support many of the essential businesses such as health care and transportation, our main office has never completely closed. However, 80% of our staff have been working remotely and critical function associates are done in shifts to reduce contact. We plan to keep all remote workers that can effectively work from home doing so until May 31.

Critical operational associates will be returning to work full time in the office as of Monday May 4th with guidelines regarding each employees’ personal home life scenario and safety concerns. All associates will be provided with masks, gloves and hand sanitizer to be used routinely when in the office as well as when traveling to and from the office. We will continue to limit travel and in person meetings will be restricted to three or less people. With the technology available to us for video conferencing we strongly feel there is no need to rush back to an environment of high level risks.

CDC Guidelines and Recommendations

Per the CDC guidelines and recommendations, our offices have been thoroughly cleaned and sanitized on a daily basis and all high touch surfaces are re-cleaned every three hours. We are fortunate that all of our work stations and offices are well over six feet apart so we do not need to re-configure to accommodate social distancing policies. As of Monday May 4th, we will be doing temperature checks upon reporting to work and will continue to be vigilant on assessing and tracking the virus statistics in our state and will not hesitate to resume a shelter in place policy as needed.

Keeping our team healthy and safe is our top priority. In an effort to be pro-active beyond the suggested preventative measures for spreading the virus, ATB will be focusing on educating our team about healthy immune boosting food choices and will be stocking the break room appropriately based on the suggestions of the Physicians Committee for Responsible Medicine. We look forward to a return to normal operations but also realize our role in doing so responsibly.”

Destination Services Provider Plans for Their Returning Workforce

John Merriweather, CEO and President: GO Destination Services

“Our team is eager to return to the corporate office in Carmel, Indiana. We are hiring a professional sanitizing company to keep employees safe. We will have a gradual return to the office on staggered work shifts based on desk proximity and job function. All meetings will conducted by video chat or phone call.”

Home Mortgage Lender Plans for Their Returning Workforce

Matt Canfield, Senior Vice President, Relocation and Affinity Lending: TIAA Bank

“Our leadership is evaluating when we will be able to return to our office environment, with a focus on keeping our team safe and healthy. At this point, we anticipate that this remote work guidance will remain in effect until further notice and the timing is right. For the near future many of our associates find them working from a new office—their homes. We have some great internal resources for Working Effectively in Today’s Environment to help our team through this tough time and keep our team happy, healthy, safe and productive.”

What Does This Mean?

Each company is unique in its workplace and culture. Also, various locations may need to address specific issues that depend on a variety of factors, from government regulations to the availability of transportation or child care. Companies in the planning stages for their returning workforce should leverage resources and expertise that can help them determine how to create appropriate measures while ensuring employee safety.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with their talent management programs. As a result, our team can help employers with a variety of issues as they plan for their returning workforce.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to learn more about how your company can leverage resources to plan for its returning workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

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.

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Home Purchase Household Goods Relocation Best Practices Relocation Challenges Relocation Management Talent Mobility

Summer Move on Tap? Start Planning Now

African descent family moving into a new home. Mother, father and daughter. Real estate sign. Home in background. Spring or summer season.

Many relocating employees choose a summer move over any other time of the year. However, several factors make this time of the year the busiest for relocation. As a result, the household goods (HHG) moving industry is often running at nearly full capacity to meet demanding schedules.

The current COVID-19 pandemic presents a significant number of additional considerations. However, transferees who plan ahead and learn basic guidelines for safe HHG moves can expect a smooth summer move.

Factors That Result in Preferences for a Summer Move

1. School Breaks

Families with children prefer to stay in place during the school year. The vast majority of school years follow certain patterns, with holiday or seasonal breaks. The months of June, July, and August are traditionally times when schools are not in session. This includes colleges as well, where students are often on the move back home once they have taken their last final exam. By planning a summer move, schoolwork is less likely to face any disruptions.

2. Weather Patterns

In much of the United States, the months of May through September offer warm temperatures, grounds covered with grass, and a number of bright sunny days. In comparison, other months offer less than ideal weather conditions. Snow and ice make travel difficult, streets and sidewalks may be muddy, and days may be gray with sleet and snow showers.

3. Common Beliefs and Practices

Many home buyers and sellers believe the best seasons for real estate transactions are spring and summer. Although other seasons offer a number of benefits, a summer move is often the result of a busy spring and summer home buying and selling season.

How to Plan Ahead for Your Summer Move

Companies that are planning to relocate employees should be aware of several important points that can make for a smooth and easy summer move. Communication is important to ensure that every relocating employee has a good experience. Employees who have a good experience in their relocation process will arrive at the destination ready to start their new job.

Top 4 Points to Ensure a Smooth Summer Move

1. Engage your Relocation Management Company (RMC) as Early as Possible

Employers looking to arrange an employee transfer or a new hire that will be relocating, early notification to the RMC is best. A best practice is to integrate all of the company’s pre-decision services directly with the RMC. This will help ensure the RMC has visibility for any upcoming summer move, and initial planning can quickly proceed.

2. Leverage Multiple Bids to Obtain the Lowest Costs

With HHG moving demand at its peak, RMCs should provide multiple bids for a summer move. However, this requires companies to provide enough time for the RMC to obtain these bids. The last week of June is the busiest week for moves. Companies that do not provide enough time for the RMC to obtain competitive bids may miss out on substantially lower costs for the summer move. In general, RMCs who obtain multiple bids for a summer move can save companies over $1,500 per move.

3. Providing a Range of Dates is Better Than a Specific Date

As with many things in life, the ability to be flexible works well for planning a summer move. HHG moving companies appreciate flexibility for their scheduling needs. Transferees also have many other things to take care of related to their relocation. Relocating employees who can provide a range of dates for pickup and delivery are often likely to have their household goods picked up and delivered on their preferred date or the nearest alternative date.

4. When Time is of the Essence, Services Can be Provided at Additional Cost

Some situations require an employee to be on site in a new location by a specific date. Critical delivery dates may arise due to home sale closings, expiring leases, and company requirements. These situations may require services that cost extra, above and beyond the traditional summer move cost. Companies that need a transferee to be on site in a new location by a certain date should provide enough time for the employee to make the move.

NOTE: Transferees that are given very short notice for a summer move often face significant issues in terms of cost to move and space for their household goods on moving company vans and trucks. Late requests for space may result in a moving company providing space but only for a specific size such as 10,000 pounds of goods. As a result, transferees with 2,500 pounds of household goods may have no other option but to pay for the extra unused space in order to meet the deadline set by their company. Best practice is to provide a quote that covers only the space needed for the transferee’s household goods. This way, they transferee is not paying extra for space they cannot use.

What Should Employers do About a Summer Move?

Employers should contact their RMC as early in the relocation process as possible. Best practice is to work with the RMC for pre-decision services. To ensure this engagement starts as early as possible, employers should create an Application Programming Interface, or relocation API.

An API provides a framework for different computer systems to communicate and share information. Employers with a relocation API will have their internal Human Resource Information System (HRIS) integrated with their RMC’s relocation technology. RMCs with industry-leading relocation technology solutions have designed their platforms to quickly and easily integrate with each client’s HRIS.

Employers should work with a qualified and experienced Relocation Management Company (RMC) that can provide guidance and insight as to best practices for obtaining multiple bids and arranging for a summer move. RMCs can help clients and transferees understand how to communicate important dates and other information relating to their summer move with HHG moving companies.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to leverage the multiple bid process to save on a summer move. Our team can help your company follow industry best practices to communicate early, incorporate flexibility, and understand all of the various options that are available for relocating employees facing a summer move.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning best practices relating to arranging a summer move for your relocating employees, or give us a call at 800.617.1904 or 480.922.0700 today.

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
Domestic Relocation Challenges Domestic Relocation Tips Household Goods Relocation Challenges

Ensuring a Safe Household Goods Move During COVID-19

The young Family is enjoying their new Home

If you need to schedule a household goods (HHG) move during COVID-19, you are not alone. Millions of people move every year, and the month of May is often the start of the busy moving season. In fact, May is “National Moving Month,” and the month of June is usually the busiest month for people who want to move. People who have sold their home, purchased a new one, or are moving into a new apartment during this time may not know how the current pandemic will impact their plans.

The American Moving & Storage Association (AMSA) has issued guidance for consumers to ensure safety for all involved in the moving process. Moving companies such as North American Moving Services have issued specific COVID-19 Business Continuity Plans to help everyone to remain safe during this global pandemic.

AMSA Guidance for Consumers who Move During COVID-19

For consumers who will move during COVID-19, the following guidance provides clear direction. It also includes easy steps to take to ensure everyone’s safety throughout the entire process.

  • Communication is important for everyone
    • If anyone in your home is isolating or under quarantine, call immediately to reschedule
  • Avoid the natural tendency to shake hands when you greet the moving team
    • Smile, greet warmly, and then give proper social distancing
  • Provide direct access to sinks, water, soap, paper towels, hand sanitizer, and trash bins
    • Moving teams should have additional supplies if needed
  • Always use fresh supplies of packing materials
    • Rolls of tape, packing papers, shipping and storage boxes, and any other supplies

What Does This Mean for Your Move During COVID-19?

Many GMS clients have employees, new hires, and transferees in various stages of their HHG move during COVID-19. These services are often considered essential, and people may have no other choice but to proceed with their scheduled move.

We Can Get Through This!

GMS knows this is a difficult time for everyone. However, we can and we will all get through this together. We need to focus on doing the right thing every time. Following AMSA guidance to ensure a safe HHG move during COVID-19 will provide peace of mind for the moving team and those who are moving.

What Should Employers do for Employees who Move During COVID-19?

Employers should share as much information with their employees, new hires, and transferees about how they can arrange a safe move during COVID-19 as possible. The AMSA guidance for arranging a safe move should be shared, along with any other information that may be helpful such as how they can create a video survey for their household goods prior to the move.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to share helpful information with employees, new hires, and transferees on their HHG moving process. Our team can help your company understand how to incorporate the AMSA guidance on arranging a safe HHG move during COVID-19 into your relocation program.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to learn more about how your company can communicate the AMSA guidance on arranging a safe HHG move during COVID-19, or give us a call at 800.617.1904 or 480.922.0700 today.

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.

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Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Relocation Best Practices Relocation Challenges Relocation Programs United States Economy Visas and International Travel

Successful Language Training: What Does it Look Like, and What Can it Provide?

relocation coach helping moving employee
Male CEO talking during a business presentation in a board room. Copy space.

Successful language training often helps employees determine if they can easily accept a global assignment. Many transferees may have a commanding grasp of several languages. Language proficiency and other professional skills often prepare them well for work in a new location. However, their family members may not be as proficient in multiple languages. The prospect of relocating to a destination where language may become a barrier can be daunting.

Employers should inquire as to whether transferees, their spouses, and their family members have proficiency in the language that is most in use at their new location. If they do not have proficiency, employers should provide assistance with language training.

What Does Successful Language Training Look Like?

Language training programs may include several helpful elements. All of these elements work together to provide transferees and their family members with valuable communication skills. These programs provide professional resources that are proven to assist transferees and their family members successfully settle in to their new location.

GMS spoke with Inigo Lopez, CEO of BiCortex Business Language Services to learn more about how participants can get the most out of their language training programs. Inigo agreed to share his expert guidance on this topic.

Successful Language Training Should be Efficient

Inigo notes that for greatest efficiency, students should study in a private class. Also, the number of student in group classes should always be kept to a minimum. The best solutions are tailored to the student’s specific needs including:

  • Preferred location (home, office or a neutral location)
  • Level of education
  • Business industry
  • Student’s professional and personal objectives

Language training that uses multiple methods to teach students typically has the highest rate of success. These methods may include conversation, use of visual aids, grammar exercises, and self-study. Also, students report higher levels of satisfaction with the training program. As a result, they are also more highly motivated.

Successful Language Training by Expert Language Trainers

Inigo believes the best language training providers work with trainers with the following profile:

  1. Significant number of years within the field of education
  2. Native and multilingual teachers
  3. Qualifications from renowned colleges and universities
  4. Highly motivated specialists with excellent customer feedback

Language Training and Complementary Services

Beyond language training, good solutions offer a range of complementary services. Inigo believes language training and other services can work together to help students reach the highest level of success. For example, tutoring can extend beyond language to include academic support in schools, preparatory classes for examinations, diplomas, and entrance exams, or writing papers.

Additionally, training should incorporate a wide variety of formats. Live online classes, online module learning, and custom solutions all work together to help students learn at their own pace.

What are Students of Successful Language Training Saying?

Inigo provided comments from several students who have utilized language training solutions successfully. Their comments show the amount of value that language training can provide:

M. recently relocated from Colombia to the United States

“My goal is to learn the English language because now we live in the United States…the language training classes helped me a lot…my level is very low as a beginner. My advice to others who want to learn a new language would be that first you really need to want to learn and receive classes both on grammar and tenses, classes can be online as it is similar to face to face in my experience.

The best thing for me is to simply learn, I love to learn more things every day. English for me is a priority and is a goal of mine in 2020. My favorite resources were the internet based tools and videos.”

R. recently relocated from India to the United Kingdom

“My main goal is to be fluent in it, and be confident. So far it is good, my teacher helps very much, and I like her classes. My advice to others is try to use English every day, read books, when looking for a word you do not know yet, always use more than one dictionary.

The best thing about learning a new language is that I am able to develop my confidence level, improving my social interaction and encouraging connection between peers. For me, the best way to learn has always been watching movies and shows. A good way to learn and practice English is to talk with our friends.”

What Should Employers do About Language Training?

The most successful company relocation programs provide a wealth of support programs and services for transferees and their family members since they are often key to ensuring a successful relocation. GMS provides our clients with an extensive range of language training programs as well as other valuable business services so employee relocations are successful. Our high-touch service model fully extends to helping transferees and their family members with everything they need during their relocation process.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop successful language training programs to help their relocating employees and their family members settle in to their new location. Our team can help your company determine the best language training solution for your relocation program. As a result, this will help promote successful relocations.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss successful language training solutions to help your transferees and their family members, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Business Services Global Relocation Challenges Global Relocation Tips Relocation Challenges Visas and International Travel

Business Faux Pas: Top 5 Tips to Cultivate Good Global Relationships

Old Ways Wont Open New Doors sign

Global Mobility Solutions’ clients know that business faux pas can inhibit the development of a mutually beneficial relationship. Some customs that are completely acceptable in one country may not be acceptable in other countries. As a result, even the smallest gesture might not give a positive reflection. There are many ways to avoid these scenarios. Companies should provide resources and training for employees to help them learn how to cultivate good global relationships.

Top Emerging International Markets for Global Relocation

Many companies actively seek the top emerging international markets for investment. Companies focused on growth have a number of paths to choose as they look into global expansion. These choices may include some of the following:

  1. Business travel
  2. Short term assignments
  3. Work with a local partner
  4. Utilize services of International Professional Employer Organizations (PEO)
  5. Establish a local presence

Companies that are planning to use one or more of these paths should follow specific tips to avoid business faux pas. Careful research and investigation will help ensure good global relationships.

Top 5 Tips to Avoid Business Faux Pas

1. Research information about the location

GMS provides a number of valuable information resources for our clients. Global and Domestic Spotlights highlight information about culture, education, cost of living, climate, and many other points. Each of the spotlights provides information that can be used to learn more about important points for business contacts.

MyRelocation® Video Spotlights provide visual insights into a destination. Viewers can easily identify points of interest. They can also see the type of location, whether large city, suburban town, or small city located in the countryside. As a result, each of these locations will help the viewer understand how best to approach contacts in those areas.

In-depth research on a specific location can provide important points. For example, the city of Los Angeles recently enacted new regulations that may impact clients in various ways, and could certainly lead to business faux pas. This kind of research can also be provided with customized requests focused on specific locations and topics.

2. Get to know your contact

Many companies and their employees have robust pages on Linkedin. This social networking platform has risen in importance as a place where business people communicate with each other on relevant topics. Groups may be formed that are specific to interests such as Quality Auditing or Content Marketing. A contact’s participation in a group may provide helpful information on topics of importance to them.

Professional Organizations may have information about members. For example, the Arizona Department of Real Estate includes information on all licensees and brokers. Visitors to the website can search within the Department’s Public Database on topics related to licensing, education, development services, and compliance.

3. Ask questions to avoid business faux pas

Within your company or other professional contacts, do you know others who have visited the location? If yes, they may provide good information about the location, customs, and people. The more these contacts share with you, the better your chances are for creating a positive experience and avoiding business faux pas.

Do you or others in your circles know specific contacts at the location? Perhaps a supplier may have a facility located there. It may be helpful to reach out to these contacts and ask questions about their lives and experiences. Inquire as to what these contacts enjoy doing in their spare time, and what tips they can share about the local culture.

As you plan your travel, the places you stay may be able to provide valuable input for your visit. Contact local housing providers and ask if they have information about the location they can share. If you will be staying at a hotel, often the concierge is a source of valuable local information.

4. Review the business

Diligent research on businesses and contacts should include reviewing any publications such as the company’s annual reports, press releases, websites, and social media pages. Much of the contact that is shared can provide good insight into what is important for the company. It may also provide a number of talking points that can help open doors and leave an impression that you care about the company and their issues, needs, and goals.

Many business journals publish articles about companies. While not all of these articles are authorized, they may still provide helpful information. Some business journals to review include the Financial Times, The Wall Street Journal, Crain’s Chicago Business, and The Economic Times. Keep in mind that referencing an unauthorized article about a company to your local contact would indeed be a business faux pas.

5. Attend cultural training to learn how to avoid business faux pas

A virtual trainer for culture allows employees to access training anytime, anywhere. Cultural training modules include several topics in helpful settings, such as:

  • Personal training via webcam in one-on-one sessions
  • Trainers help employees learn how to view cultural differences to promote synergy
  • Guidance to operate in business settings includes practical and actionable points
  • Skill-sets found in other cultures are leveraged to help the employee learn more
  • Values such as mutual respect and understanding are shared and reinforced

Cultural training can be critically important as businesses pursue growth in countries that may be quite different from their own. For example, China’s culture includes a unique concept called “good guanxi.“ In China, the primary focus in business is relationships, not tasks. As a result, companies seeking to do business in China should learn the best ways to build business networks with good guanxi. This will go a long way toward avoiding any business faux pas.

What Should Companies do About Business Faux Pas?

Companies should work with a qualified Relocation Management Company (RMC) that has extensive experience in helping companies understand global issues. The RMC will help them understand how to research information about locations and companies. Additionally, the RMC will help the company learn how best to prepare for global expansion, whether through direct staffing efforts with global assignments or with the use of an International PEO.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients learn how to avoid business faux pas, with a goal of cultivating good global relationships. Our team can help your company understand how to research locations, people, and companies. We can also help your company learn how to leverage cultural training modules for employees to promote successful global business development.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. As a result, GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn more about how your company can avoid business faux pas and cultivate good global relationships. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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.

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