Category: Talent Management

Categories
Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Global Relocation Tips Global Relocation Trends Talent Management

Common Reasons Why Employees Won’t Relocate for Work

young businesswoman going over relocation package with employee
Businesswomen talking in the office

How to overcome an employee denying a relocation assignment

It is no secret that most people are creatures of habit. Moving to a different city or country may sound fun in theory, but when it comes down to it, most are still deciding whether to leave their comfort zone. Here are some common reasons why employees don’t want to relocate for work. If your employee seems reluctant about accepting a relocation assignment, you may want to find ways to make the offer more tempting. Take their concerns into account and try to win them over by negotiating and including a competitive relocation package that provides full-service mobility programs. 

Prioritizing Family

One of the most common reasons why employees don’t want to relocate for work is family. The move will affect everyone if the employee is married with children. If the kids are small, the transition can be done more efficiently. However, if the employee’s children are older, it may be challenging to yank them out of their environment. They will be against leaving behind their friends, school, neighborhood, football team, or drama club. In addition, the other spouse may also have an important work commitment they cannot abandon. All in all, it may be pretty challenging to get this employee on board with the relocation.

To make the offer more attractive, create relocation programs that include benefits for spouses and children. A health plan, school options, and similar incentives may make the offer more appealing.

Not Wanting to Deal with the Hassle of Moving

No matter how you look at it—moving is a big undertaking. Just to start, the employees need to sell their homes and deal with the hassle that comes along with that. That hurdle alone would deter most people at the get-go. Not to mention the ever-changing housing market, that the home sale can end up losing them money. And this is just scratching the surface. Even if they manage, they must pack all their belongings and move them to the new location. Moving advisors from Master Moving Guide say that one of the more stressful parts of moving is having to deal with switching utility providers, updating all of the information at the new location, and many more bureaucratic tasks that come with the move. It is no wonder that some employees may give up at the thought of having to go through all that, especially if they have had an experience with a similar task recently.

The Cost of Living and the Pay Do Not Add Up

The relocation needs to make sense for the employee in more ways than one. In addition to the hassle and turning their lives upside-down, they need to have an incentive in the form of pay. And even if that seems like a good deal, what if the cost of living is higher in the new location? The employee must weigh all the options and conduct proper research before deciding. If the pay raise does not cover the increased cost of living posed by the new location, they are unlikely to accept the offer.

Relocating employees needs to come with great benefits, a significant pay raise, and an evident opportunity for future promotions. If the employee sees that the move is disorganized, in the spur of the moment, and at a professional dead-end, they will be more inclined to stay put. Finding a higher-paid job where they are will seem like a much better compromise.

Work with GMS to Relocate Employees

Although a move may seem like an adventure and a new leaf for some employees, many will not be thrilled by the idea of relocating. Many employees don’t want to relocate for work because they are not tempted enough by your offer. Weigh all your options and ways to keep those employees essential to your business. If they are someone who has proven to be an asset to your company, ensure you offer them a relocation package that will make long-term sense for them and their family. 

At Global Mobility Solutions (GMS), our employees are top service providers in the mobility industry. We know first-hand that relocating for a job can be a scary thought for many employees. But working with us to create comprehensive relocation programs can help the move look more appealing to employees. 

And when working with GMS, we assign a specialized relocation coach to each employee. The coach ensures that the relocation process can be as smooth as possible for them and their family. 

Schedule a free consultation today if you are ready to update your current relocation policies or create new packages altogether. One of our relocation experts will meet with you to hear all of your needs and wants. From there, we will be able to understand your relocation needs better and execute them. 

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 Talent Management

Top 10 Most Spoken Languages in the Business World

Smiling man working on computer
Mature teacher at home during pandemic isolation teaching students online

A Countdown on the Most Spoken Languages in Business

Learning a second or third language is a great way to open the door to more job and business opportunities. Business is conducted throughout the world in every single language and between every culture. 

 

Being bilingual as a call center representative, helping close the lucrative sales deal in a foreign language, or even relocating a family to a new country, the benefits of speaking more than one language are endless. Not to mention the number of doors that open in any particular career field for multilingual candidates. 

 

However, some languages can serve you better than others. Let’s explore the top 10 languages spoken in the business world. These top ten business languages feature markets with high growth, language demands for business, diverse industries, and many future opportunities:

1) English – The True Global Language

It might not be surprising to learn that English is the most prominent language in business, science, and academics. English is spoken widely in 94 countries by over 1.1 billion people as a native and supplementary language. Being fluent in English opens up massive opportunities for people all around the globe.

 

In fact, English is the most commonly used language on the Internet. It accounts for 25.9% of languages used on websites. And it is a diverse language that takes the form of American English, United Kingdom English, and Commonwealth English. Together, they make for the most critical language to be fluent in.

2) Mandarin (Chinese) – The Language of Purchasing Power

China’s heated economic expansion and vast population make Mandarin a top business language. Mandarin is the official language of the People’s Republic of China and is spoken globally by over 1.2 billion people. The economic leaps that China has undergone means that nearly every country in the world deals with it. That means a huge opportunity for those looking to learn the world’s most widely spoken business language.

3) Arabic – The Dynamic Language of Growth

Arabic is spoken widely across the Middle East, Africa, and the rest of the world. Arabic is also one of the world’s fastest growing languages in addition to being one of the Internet’s fastest growing languages. EMEA’s diversifying economies mean more opportunity for foreign investment. Learning Arabic can open up opportunities in varied industries like infrastructure, architecture, and even fashion design.

4) Spanish – The Language of Greater Opportunity

Spanish is the world’s second most spoken native language and the second most spoken language in the United States. Spanish speakers range from Spain itself to North and South America. However, the amount of Internet content in Spanish is estimated to be only 4%. This presents a massive opportunity for companies looking to expand into the Latin American, Caribbean, and Spanish markets.

5) Russian – Where Old and New Money Mix

The capital of Russia, Moscow, has more billionaires living in it than any other city in the world. Russia is a nation with vast deposits of oil, minerals, metals, and an educated populace. It also is a large economy that does extensive business with European and Asian countries. Russian-speaking countries in Eastern Europe and Central Asia and their developing economies means that Russian is great to learn for business.

6) German – Science, Industry, and Finance

Germany is a stable and prosperous economic and industrial powerhouse of Europe. It is also one of the three procedural languages of the European Commission. Learning German as a business language opens up businesses to the United Nations’ science, industry, and financial leader. Learning German also helps for doing business in German-speaking countries, like Belgium, Austria, Holland, Switzerland, Liechtenstein, Luxembourg, and Denmark.

7) French – Bridging Europe and Africa’s Futures

French is the official language of more than 29 countries. Growing and resource-rich nations in Africa, such as Cote d’Ivoire, Rwanda, Mozambique, Tanzania, and the Democratic Republic of Congo, all feature French-speaking populations. France is also the United Kingdom’s largest trading partner. The future of European and African trade and economic partnerships will rely on French as a language that links the two continents.

8) Portuguese – The New Frontier of Science and Medicine

Brazil’s and Portugal’s economies drive the importance of learning Portuguese as a business language. Portuguese is becoming a major source of scientific and medical research thanks to Brazil’s investments in the biotech and energy industries. The growing Brazilian economy means a larger-than-ever demand for Portuguese speakers. Increased interest from European, Asian, and American companies means new frontiers for fluent speakers.

9) Japanese – Combining Research, Development, and Tech

Japan’s reputation for technological advancement and e-commerce is rightly earned. Its diverse economy and high GDP are coupled with a highly educated populace. The combination of massive corporations and medium-sized technology firms means that Japan is a global leader in cutting-edge research, development, and investment. Learning Japanese is an important first step in understanding how to thrive in its lucrative market.

10) Hindi – The Burgeoning Internet Giant

India is a large and diverse country united by its official language of Hindi. Hindi is the world’s 10th most spoken language and is also widely spoken throughout South Asia. This massive region is undergoing an investment effort to build up its Internet and technology infrastructure. Learning Hindi will open people up to doing business in one of the world’s future consumer superpowers.

Additional Business Languages for Consideration

While the world speaks well over 6,000 different languages, the above-mentioned languages are some of the most prevalent in business and major economies today. What languages a professional chooses to learn may be influenced beyond simple numbers, such as the size of a given economy. These decisions may be influenced by geography or the desire to enter a smaller market. Some additional business languages to consider include Dutch, Italian, Korean, Polish, and Swedish.

GMS Is Here to Create a Better Business Future for your Organization

Global Mobility Solutions feels that there are no downsides to learning any of the top 10 most spoken languages in the business world. The best way to start your journey is to ensure you are working with a partner that is dedicated to teaching your professionals to become fluent in a new language. GMS has a proven, award-winning network that is geared towards helping your relocating employees and their families learn new languages and settle into their new country.


Our language partners deliver private in-person lessons and online language lessons direct to our clients. These talented language instructors and translators provide customized lessons for your fluency level and needs. These language learning services are combined with flexible scheduling and an easy-to-use online learning content management system. To learn more, reach out to GMS today and we will help guide you in the right direction to speaking a new language.

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 Global Relocation Tips Talent Management

What Is Tax Gross-Up & How Do You Calculate It?

woman using calculator and pen
Closeup woman filling form of Individual Income Tax Return,

How to Handle Tax Gross-Up Methods When Relocating

The relocation process can be hard to understand. Relocation policies and rules may seem like insurance terms that don’t always make sense to those who are utilizing the policies. Tax gross-up is one of the more common aspects of a solid relocation policy offered by companies to employees. 

Tax gross-up (when it comes to relocation terms) refers to money that an employer can add to an employee’s payroll records to help offset federal ,state, OASDI or Medicare taxes. These taxes come into play as the majority of moving expense reimbursements, or payments to service providers on the employee’s behalf, are seen as taxable income to the employee in the eyes of the government. 

In simplest terms, tax gross-up is a benefit included in an employee’s relocation package, and there is no right or wrong way to calculate it. Employers can add as much as needed to make the relocation policy appealing for the employee to relocate. However, payroll withholding is a requirement and companies should remit payroll taxes on taxable relocation expenses. The calculated amount of tax gross-up is used to pay a solid portion of the required payroll taxes on that company’s payroll. 

How Should Relocation Tax Gross-Up Methods Be Applied on Policies?

Global Mobility Solutions advises our clients to keep gross-up simple, allowing employees to understand the method used and verify the amount. Also, GMS cautions companies from telling transferees that they can completely avoid any tax liability resulting from their move. Instead, companies should refer to tax gross-up as a “tax assistance” program. This way relocating employees do not get the impression that they will be “made whole” and avoid paying taxes altogether.

The Different Methods of How to Calculate Tax Gross-Up

There are a few different tax gross-up methods that companies can utilize when it comes to helping employees. Here are some of the more common methods used for relocation policies:

Inverse Supplemental: Tax on Tax

This is the most common method to calculate tax gross-up. This method uses the current Federal and State supplemental rates for calculation. This method is the easiest to administer and explain to relocating employees.

Typical methodology includes:

  • Federal Rate: Supplemental Rate (currently 22%)
  • State Rate: Supplemental rate of applicable payroll state
  • OASDI: 6.2% up to the applicable annual cap
  • Medicare: 1.45% + Surtax when applicable

Total to be added – 34.65% assuming a 5% State. But remember that this is also taxed so it is a complex situation that GMS can help with.

Marginal Rate: Tax on Tax

This calculates the employee’s estimated taxable income before receiving the relocation expense reimbursement and then compares the estimated taxable income to the IRS Tax Tables. The tax table rate is then used to determine the tax assistance amount. The tax rate will not change for the expense and therefore is not blended.

While this method provides for additional tax protection by considering the employee’s actual income level, it will typically add to the gross-up cost for the company.

Typical methodology includes:

  • Federal Rate: Based on the higher annualized actual salary. Includes company source income only
  • State Rate: Supplemental rate of applicable payroll state
  • OASDI: 6.2% up to the applicable annual cap
  • Medicare: 1.45% + Surtax when applicable

Flat Rate

This method determines a fixed percentage to be used in the tax-assistance calculation. This option does not take deductions, exemptions, or child credits into account.

Client Directed

Because gross up is a policy decision, there are other methods available. If the methods above do not align with your objectives, we can work with you to create a custom gross-up policy that satisfies both your needs and those of your relocating workforce.

Questions Companies Should Ask When Selecting a Gross-Up Methodology

  • Why are we asking employees to relocate? Are we recruiting or downsizing? 
    • Downsizing may be saving jobs by offering employees an opportunity to relocate and remain employed with the company. Thus, a company may not need to be as generous. 
    • Recruiting may require a company to provide a more generous gross-up benefit.
  • What is the typical income of the relocating employee population?
  • What is the company gross-up philosophy?
  • Did the company request the employee to relocate or is relocation a mutually beneficial partnership?

GMS Can Help with your Tax Gross-Up Policies

At GMS, our financial services offer employees access to tools and technologies including gross-up calculators that our competitors don’t offer. On top of that, our financial team is qualified to help you implement a tax gross-up methodology that works best for your needs. Our team is always willing to field questions or concerns relating to our service offerings, including how to effectively utilize tax assistance policies for relocation programs. Reach out to GMS for any of your relocation-related tax needs.

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
Employee Development Global Relocation Relocation Best Practices Relocation Management Talent Management

Relocation Associations & Memberships

people networking at an event
Large group of business people in convention centre, 3D generated image.

Global Mobility Solutions Memberships

The relocation process consists of a lot of moving parts when it comes to getting employees from one side of the country (or world) to the other. There are numerous logistics that have to be worked out, accounted for, and coordinated in order to make the process as smooth as possible. Global Mobility Solutions (GMS) puts an emphasis on enhancing the overall transferee experience and ensures a seamless relocation for the company and for their relocating employee and their family. 

The GMS leadership team takes pride in knowing our team is able to assist companies to relocate any number of employees anywhere they are needed. We are able to do that because of our knowledgeable, certified, and experienced relocation team. Our expert teams are members of various relocation associations that allow us to give the best possible service in the industry. We also encourage our employees to keep their relocation certifications up to date, as well as support webinars, training, and industry conference attendance.

Here at GMS, we are proud to have team members that belong to the following associations. 

The Worldwide Employee Relocation Council (Worldwide ERC®)

The global relocation industry is one that is always changing and transforming to meet the needs of companies, which can make it hard to set benchmarks and standards within the industry. However, The Worldwide Employee Relocation Council (Worldwide ERC®) is seen as the premier trade association for talent management and global mobility knowledge. 

Corporate mobility managers and relocation management companies from around the world encourage employees to become members of Worldwide ERC® to ensure that their staff has a strong education and firm understanding of the skills and knowledge useful in the relocation industry. 

GMS is proud to note that all of our client-facing team members and every level of our leadership team are members of Worldwide ERC®. Each of these employees has confidence knowing that they can deliver the best experience for a transferee because of the training they gained through Worldwide ERC®’s certification and ongoing education platforms. These offerings allow GMS employees to work through Worldwide ERC®’s program to become fully capable of handling almost any talent mobility situation.

Local & Regional Relocation Councils

In addition to Worldwide ERC®, GMS also has employees who are associated with various local and regional mobility councils: 

  • Bay Area Mobility Management (BAMM)
  • Arizona Relocation Association (ARA)  
  • Southern California Relocation Council (SCRC)
  • Executive Board Member for the Southern Regional Relocation Council (SRRC)
  • Member of the Tennessee Relocation Council (TRC)

Forum for Expatriate Management (FEM)

Forum for Expatriate Management (FEM)’s mission is to provide valuable networking opportunities for relocation companies. Their multiple platforms of content and events provide mobility professionals the chance to engage with one another in hopes of growing their network. FEM aims to inspire global mobility and HR professionals by providing them with crucial news stories and insights that impact international mobility. They also host events ranging from roundtable discussions to multi-day summits. 

Being associated with FEM proves that an employee is in tune with the issues impacting global mobility and assists in their understanding of related relocation practices and policies. In addition to the summits that FEM puts on annually, there are also local chapter meetings that members can attend. With chapter meetings taking place all over the world, members of the GMS team are involved in local and regional FEM chapters for mobility individuals and vendors, here in Arizona. 

International Association of Movers (IAM)

Holding more than 2,000 corporate members, the International Association of Movers (IAM) is the moving and forwarding industry’s biggest global trade association. Since 1962, IAM has provided guidance to moving and shipping service providers with operations in more than 170 countries.

The moving and shipping of household goods and automobiles are one of the most important aspects of any relocation, which is why it is so important to be up-to-date on best practices. The GMS transportation team are proud members of IAM, enhancing our ability to ensure employees’ goods are moved safely, quickly, and efficiently across the country and arrive on time for the employee to begin their new job. 

International Airlines Travel Agent Network (IATAN)

The International Airlines Travel Agent Network (IATAN), also known as the International Association of Travel Agents Network, has a primary goal of setting travel standards of professionalism while administering meaningful business standards. Additionally, IATAN works to provide cost-effective services that benefit the travel and mobility industries. This helps provide a vital link between mobility suppliers and the US travel distribution network. The GMS travel team, and many additional team members, are members of IATAN.

Society for Human Resource Management (SHRM)

The Society for Human Resource Management (SHRM) tries to create better workplaces for employers and employees. With more than 300,000 HR executive members in over 165 countries, SHRM is an expert in aligning all HR needs. Because relocation deals so heavily with HR representatives, GMS sees it as vital for key team members to participate in SHRM.

GMS is Qualified to Help

With our team members having a great blend of different relocation associations and memberships, GMS knows that we can help with any relocation need. Whether a company needs to move an employee a few states away, or send dozens of employees from one country to another, GMS can help you every step of the way. Contact us online today. One of our global mobility experts will respond quickly to answer your questions.

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
Talent Management Talent Mobility United States Economy

Working from Home with Kids: Helpful Tips and Ideas

Millennial generation father working from home with small children while in quarantine isolation during the Covid-19 health crisis. Little boy is two, little girl is four. Father has tattoos and a beard. Horizontal indoors waist up shot with copy space.

Many parents entering the school year may now be working from home with kids. Several school districts throughout the nation are using online classes during the COVID-19 pandemic. The ease of logging in to a classroom and listening to a teacher may sound appealing. However, for some parents there are new challenges to address that they did not have while working in an office or facility. Beyond managing their own time, now they must manage time for the kids. Also, many homes may not have been set up to create an ideal at-home learning environment.

GMS Experts Share Their Tips and Ideas for Working from Home with Kids

Similar to many of our clients and network partners, GMS has several employees who are parents and are currently working from home with kids. Many of these employees have had to learn how to manage the “new normal” of supervising their kids all day while also managing a full workload. We asked them if they would be willing to share their experiences. In this way, several of their best practice tips and ideas might help our clients, network partners, and their employees who are also working from home with kids.

GMS Experts: Working from Home with Kids

Ryan Burger, Proposal Manager

Sam Hoey, Senior Vice President, Business Development

Wesley Hurst, Director, Financial Services

Danielle Sanzobrino, Senior Vice President, Account Management

1. What is your current situation?

Listening in to Provide Guidance if Needed

working from home with kids

Ryan: We’ve got 2 girls in Kindergarten and 4th grade who have been learning in a virtual environment since the 2020 Spring Break began. Fortunately, both my wife and I are able to work remotely from our home offices on both floors of our house. We have the kids separated in their own working areas, one on each floor. As a result, this allows us to keep an ear out while they work with their classes on Microsoft Teams in the event of a technical issue, or if one of our girls needs some “redirection” to focus on the task at hand.

Zooming Along

Sam: We have two middle school girls who are on zoom calls most of the day. They have desks set up in their rooms with all the supplies they need. The downside to this though is that it can be very dangerous since I have caught both of them napping this week during a morning class.

Wesley: We have 4 kids (12, 9, 6, and 4). Currently they are doing distance learning where they have zoom chats with their teachers and classmates. Our youngest is at home with us working on Pre-K workbooks while the other kids are meeting with their teachers. Some kids are handling the added stress of distance learning better than others, but we all do the best we can.

Danielle: We have three children. Two in Middle School and one in High School. All three have online schooling three days a week, and in person schooling twice a week. The children log into a different zoom meeting for each class.

2. How you are juggling work time with supervision and/or teaching the kids’ time?

Ryan: To help keep the girls in the groove, we’ve come up with a pretty nifty schedule for them, with plenty of “brain breaks” throughout the day. These include times for them to step away from the computer, play in the back yard with our dogs, read a new book, FaceTime their friends, and maybe even unload the dishwasher every now and then (I’m still waiting for that to happen on its own). We’ve found that by segmenting their day in to dedicated times for learning and for having fun, they’re able to finish their “school day” on time.

Lunch with the Kids

working from home with kids

Throughout the day, my wife and I pop out of our respective offices every hour or so, or between meetings, to check in with them and make sure they’re staying on target and on schedule. Rather than working through lunch, as I’m apt to do, I’ve been stopping to eat lunch with the kids daily, which gives me to opportunity to spend some time with them in the middle of the day, talk about what they’re working on, and help them to plan out their afternoon. Connecting with the girls over lunchtime makes working from home with kids a fun experience.

To-do Lists

Sam: This can be challenging. I check in with both girls in the morning, at lunchtime, and then in the evening to help review their emails and To-do’s together. This helps us ensure that they are meeting deadlines and prepared for any upcoming tests.

Wesley: My spouse owns a business doing professional wedding photography, unfortunately with COVID-19 her business has slowed dramatically as weddings were canceled/moved. She has stepped into an additional role as teacher with this change. I wish we had a nickel for each time the kids have heard “Stay quiet dad is on a call!”…we might have enough to retire.

If Necessary, Contact the Teacher

working from home with kids

Danielle: I check in with the children at lunch and after school to ensure they understand their assignments and responsibilities. Any time there is a question that we can’t assist with the kids e-mail their teacher and cc me on the communication. We are lucky that our children are old enough that they don’t require constant supervision during the day.

3. What have you purchased or modified to help working from home with kids be as good as possible?

Ryan: A useful set of gadgets we’ve purchased that have helped in keeping the girls on task has been a handful of Amazon Echo Dots (which I lovingly call “wiretaps”). Small and unobtrusive, we’re able to set timers and reminders throughout the day for the kids. When my wife and I are both on conference calls, our Echoes can remind the kids to log in to their next meeting, or notify them that it’s time to take a brain break.

Tutoring Options

Sam: I have one daughter who has ADHD and has trouble focusing and another who has high anxiety about her advanced classes – two extreme different cases. I called the girls’ middle school and asked if there were any teachers who were interested in a tutoring gig. One of the teachers happily accepted the job and comes to our house a few days a week. Honestly, she’s the best therapy around since she is able to calm the situation, provide the advice from a teacher’s perspective and help with the math skills that my husband and I have forgotten how to do. I constantly tell her that she’s better than a fine glass of wine!

Retail Strategy Pays Dividends for Working from Home with Kids

working from home with kids

Wesley: We watched IKEA’s online stock like a hawk and when kid’s desks went on sale we ran to the store and bought one for each of them (under $50 for each!). Having their own little workspace has helped them get in the mood for school. Having over the ear headphones so they can tune out some of the ambient noise and focus on their lessons has also been very helpful.

Danielle: We are fortunate that each child already had a dedicated work space. We have placed limits on their I-Phone access during the school day. The only apps left on are school-related.

4. Can you provide any recommendations based on your experience that might help others in your situation?

Ryan: Set up a dedicated area for your children to do their work, preferably away from a family living area or where they spend the majority of their free time. We wanted our kids to have the ability to finish their school day and “walk out” of their physical learning area. Being able to close a real office door and walk into a space dedicated for family time has been an extremely successful element in my personal work/life balance so far in 2020. Allowing our kids to have a similar set up allows them to check out mentally for the day and go back to “just being kids.”

There’s Always Tomorrow!

Sun shining in the sky

Sam: When feeling overwhelmed, reach out to teachers, counselors and other parents for support. Everyone is in the same boat working from home with kids, and have all had frustrating days that don’t go very well. Take deep breaths and remember that tomorrow is a new day.

We are all in this Together

Wesley: I think remembering that this is hard for everyone is important. It can feel isolating when we are all struggling with our individual challenges. I think we need to extend grace to our teachers who are struggling as much or more than we are. I also think we need to give ourselves some grace too as we are all trying to deal with an unprecedented challenge.

Danielle: Plan each home school day as if your child was actually going to school. Have your children get fully dressed, make their beds, and pack a lunch.

5. Do you have any specific tips for managing the work hours versus school hours intersection?

Ryan: My advice is to set up a routine and stick to it. It may not look or feel glamourous, but a schedule is one of the few things you have complete control over during the madness of 2020. By generating a predictable, repeatable routine, you’re able to settle in and relax because you know exactly what you’re going to be doing next.

Woman with dark hair wearing a yellow sweater looking at computer working from home
Sam Hoey’s dog, Macy, dressed as a UPS delivery driver for Halloween

Walk the Dog for a Quick Break

Sam: When stress levels are high, I send the girls on a bike ride or outside to walk the dog. Taking a quick break and getting some fresh air and exercise works wonders. Also, a quick run to the Starbucks or Dunkin Donuts drive thru is another winner!

Alexa to the Rescue

Wesley: We have an Amazon Alexa upstairs and downstairs. The kids have learned to get in the habit of setting timers for themselves. For example, we might tell them for the next 45 minutes they need to focus and get their homework done. Helping them schedule dedicated time to specific tasks has been instrumental in all of us keeping our sanity.

Healthy and Nutritious Snack Options

Green, Yellow, and Red Apples

Danielle: We write out afterschool chores and snack options on a white board at the beginning of each week to help manage their down time. We do not ask the kids to start homework until their father gets home from work, typically between 5:30-6:00. That way they have some down time before evening activities begin.

What Should Employers do to Help Employees Working from Home with Kids?

Employers should encourage employees who are parents working from home with kids to develop optimal solutions to issues such as time management and productivity. Talent Management programs should take into account how remote workplaces might affect employee performance. Helpful resources should also be made available for employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips for parents who are working from home with kids. Remote work environments should be conducive to the employee’s health, welfare, and productivity.

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 how your company can share tips for parents who are working from home with kids, 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
Talent Management Talent Mobility

Special Needs Relocation Services: A Compassionate Approach

Many GMS clients have transferees who require special needs relocation services. Sometimes the need is for a family member who will be relocating with the transferee. Other times, the need is for the transferee. Pre-decision services help employers identify specific points so they can provide the appropriate resources and solutions. Often these solutions require a compassionate approach, to help the transferee and their family members have peace of mind for the relocation.

GMS spoke with Ann Hinch, International Destination Service Manager at Go Destination Services who agreed to share her knowledge and expertise on this topic.

Three Situations that Require Special Needs Relocation Services

Relocating a transferee often requires attention to the needs of their immediate family members as well. In some cases, there may be special needs relocation services. According to Ann, there are three types of situations requiring a compassionate approach:

  • Providing information and options for elder care
  • Education options for children with special needs
  • Home-finding for transferees moving with an assistance animal

Elder Care

A Pew Research Center survey in 2018 found that 14 percent of older adults living in someone else’s household were the parents of the head(s) of that household, up from just 7 percent in 1995. Transferees moving with an aging parent may ask for special attention to the type of accommodations in the home they will need to rent or purchase. They may want to know about elder care services in their destination city, including:

  • Senior centers
  • Medical resources
  • Home health care
  • Veterans Affairs (VA) hospitals, offices, care homes

Options Available

If a transferee is seeking separate housing for an elderly or special-needs adult family member, there are a number of options available, depending on the destination area’s resources. Nursing homes provide an intensive level of medical and personal care around the clock. However, assisted living communities allow residents more of a measure of independence. Independent-living communities are geared for those who can take care of themselves but may require meal preparation, housekeeping, laundry, or transportation services.

Ann notes that it is recommended that those caring for elder and special-needs family members research and visit these specialized facilities ahead of placement. Medicare’s Nursing Home Compare aggregates care quality data for every Medicare- and Medicaid-certified nursing home in the United States. Nursing Home Inspect, run by independent journalism site ProPublica, uses data from the U.S. Centers for Medicare and Medicaid Services. The site provides an unbiased database of nursing homes across the country.

Children with Special Needs Relocation Services

According to the U.S. Department of Education’s National Center for Education Statistics, in May 2019 14 percent of students under age 21 in U.S. public schools received special education services. Connecting families with districts that serve special-needs children may start with a state’s Department of Education website. Alternatively, it may begin with calling the office for that agency to learn about special-needs schools and programs in the destination city.

Ann believes that another valuable lead is social media. For instance, a parent can join and follow a Facebook group for a school they have an interest in. This way, they can see what other families have to say about the special-needs programs and learning environment.

Research Tools

There are non-government online research tools valuable for helping narrow the field of learning institutions to contact in a given region. Two such tools are Public School Review and Private School Review. Both offer a categorical search of many fields of requirement, including special-needs education. Each school includes data such as rankings, opportunity for comments by parents, contact information, tuition, and much more. Another helpful research tool is Niche.

According to Ann, GO’s best resource for local schools and other special needs relocation services program information is their database of talented area consultants in destination cities. GO’s in-house research team also frequently supplements the area consultants’ efforts. Ann shared that sometimes GO is asked to provide research that affects a relocation decision. For example, a recent request came from a couple who were considering relocating from China to New Jersey. Their son had special needs, and GO was tasked by the father’s employer to compile a list of public and private schools with relevant programming. This research greatly aided the family in deciding to accept the employer’s relocation offer to the U.S.

Assistance Animals

Since domesticating dogs thousands of years ago, humans have valued them and many other animals for companionship and protection. Some domesticated animals have special training to provide service or assistance. This could include helping someone who has limited vision, or monitoring and alerting someone to the onset of seizures.

In Ann’s research, she has found that the U.S. Department of Housing and Urban Development defines an assistance animal as one that “works, provides assistance, or performs tasks for the benefit of a person with a disability, or that provides emotional support that alleviates one or more identified effects of a person’s disability.” Assistance animals are not classified as pets when it comes to seeking most types of rental housing, though there are some exemptions for single-family homes rented without an agent and owner-occupied buildings with four or fewer units. Also, breed and weight restrictions do not apply.

Fair Housing Act

The Fair Housing Act requires housing providers to allow reasonable accommodation for assistance animals if the request to have the animal is supported by reliable documentation for the disability and meets other requirements – such as that having the animal would not pose a direct threat to the health or safety of others, or would not result in significant physical damage to property. “Reasonable accommodation” also means providers must waive pet fees, though a pet deposit may still apply.

In booking a hotel or temporary accommodations for a transferee with a service dog, the Americans with Disabilities Act states any such person must be provided the same opportunity to reserve any room as other guests. It is important to note for purposes of the ADA that “service dogs” and “assistance animals” are separate categories. Therefore, it is a good idea to consult a hotel or other public accommodation ahead of arrival. Be sure to inquire about documentation for any animal that is not a service dog.

What Should Employers Do About Special Needs Relocation Services?

Employers should leverage pre-decision services to help identify any special needs relocation services their transferee may need. A Relocation Management Company (RMC) with knowledge and experience will help employers understand how to provide a compassionate approach to address specific transferee needs. As a result, transferees and their family members will have peace of mind. Their relocation process will also be smooth and successful.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to identify if transferees require any special needs relocation services through our robust pre-decision services. As a result, our team can help your company understand how to identify specific points of concern. In turn, this will help your company provide the appropriate resources and solutions.

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 special needs relocation services, 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 Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Tips Global Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility United States Economy

Virtual Career Opportunities: Rising to the New Challenge

Shot of two colleagues video chatting with each other on a computer at work

Many GMS clients are currently seeking employees for virtual career opportunities. As the world responds to the COVID-19 global pandemic, thousands of employers need to hire additional staff. Often this need may be driven by rapidly changing business priorities. Increasing demand for specific products and services means companies need employees to help meet new objectives. With many directives for employees to stay at home, employers are quickly adapting jobs, work teams, and communication methods to fit the new challenge of operating a virtual workplace.

For job seekers, this new challenge requires them to understand the dynamics of a virtual workplace. They must also position their skills, education, and experience in a way that makes a solid case they are ideally suited for success in a virtual workplace. However, valuable skills in a real workplace may not easily translate or be recognizable in a virtual setting. What should job seekers know about virtual career opportunities?

GMS spoke with Craig B. Toedtman, Founder and CEO of Resource Development Company, Inc. (RDC), to learn more about virtual career opportunities. RDC is a privately held human resource management consulting firm that focuses on providing retained search and career management services. Craig agreed to share his expert guidance on this topic, as well as provide helpful resources for job seekers.

Virtual Career Opportunities: The Advantages

One of the best aspects of virtual career opportunities are the wide range of possible advantages for both employers and employees. Craig has extensive knowledge on this topic, having helped thousands of employees to obtain new jobs. According to Craig, the top advantages include:

Advantages for Employers

  • Environmentally friendly (carbon emission reduction)
  • Larger recruiting market for candidates
  • Lower costs for office space and amenities

Advantages for Employees

  • Access to more opportunities over a greater geographic range
  • Better work-life balance (if employee can “leave” work at end of their day)
  • No commuting reduces stress and costs

Virtual Career Opportunities: The Disadvantages

As with anything, along with advantages come possible disadvantages. Craig believes both employers and employees should be aware of the disadvantages, so they will know how to avoid them. Craig notes the major disadvantages may include:

Disadvantages for Employers

  • Lack of interaction may reduce teamwork and synergies
  • Scheduling conflicts
  • Some processes function best in a centralized format

Disadvantages for Employees

  • Communications may be a challenge
  • Diminishing promotional opportunities (difficult to show additional aptitudes and talents)
  • Working alone may lead to negative isolation effects

The Real Challenge that Must be Overcome for Virtual Career Opportunities

Ultimately, Craig believes the real challenge for employers is two-fold:

  1. Identify the critical success factors surrounding virtual career opportunities
  2. Put tools in place to execute and monitor actions to ensure success

If employers are able to meet this real challenge, then the question turns to the strength of job seekers under consideration for the position. Craig’s firm administers the DiSC® Personality Assessment to help job seekers understand their strengths, characteristics, and preferred behavior style.

DiSC® Personality Traits and Virtual Workplaces

Certain personality traits may perform well in virtual career opportunities that require higher levels of isolation. “C” personalities that do well on clearly defined tasks may excel in these positions, if expectations are clear. “D” personalities may also excel in virtual workplaces if there are specific goals they must obtain.

However, other personality traits may do very well in virtual career opportunities if the position suits their styles. “I” personalities prefer interaction, so a remote sales position requiring interaction with clients and prospects may be an area they can be highly successful. “S” personalities that prefer close team work may be ideally suited for roles requiring a high level of interaction with other team members.

Resources to Find Virtual Career Opportunities

Craig’s firm notes the following online sites are helpful for job seekers looking for virtual career opportunities:

Indeed Virtual Jobs

ZipRecruiter® Virtual Jobs

Amazon Virtual Locations

CareerBuilder® Virtual Jobs

FlexJobs Remote Companies That Thrive on Virtual Work

Linkedin Virtual Jobs

Monster Virtual Jobs

SkillCrush Companies Hiring Remote Workers

Virtual Assistant Jobs

What Should Employers do?

Employers looking to create successful virtual career opportunities should consider working with a career services firm that has knowledge and experience with virtual workplaces. Relocation Management Companies (RMCs) are ideal sources for information on candidate recruitment and talent acquisition programs.

Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations. DiSC® Personality Assessments administered by qualified professional career service firms such as RDC provide a wealth of information for employers to understand if the job seeker is a good fit, and for the job seeker to determine if they are suited for various virtual career opportunities.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients determine how to develop a talent acquisition program that is responsive to changing company needs. Our team can help your company determine how to turn virtual career opportunities into successful new hires.

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.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online to discuss how your company can leverage virtual career opportunities to continue growing your business, 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 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.

Categories
Business Services Career Services Domestic Relocation Challenges Domestic Relocation Tips Talent Management

Mental Health and Talent Management During COVID-19

Calm healthy businessman meditate at desk feeling zen no stress
Calm healthy businessman meditate at work desk feeling zen no stress free relief, mindful young man taking break doing yoga exercise relax breath fresh air for peace of mind sit in office cafe

Many GMS clients are looking at their talent management programs to address issues relating to how COVID-19 impacts employees’ mental health. Anxiety and stress resulting from the global pandemic may have a significant impact on an organization’s ability to attain its objectives. Talent management encompasses many important aspects as to how a company functions, including:

  • Identifying the organization’s specific needs for talent
  • Finding candidates with the right qualifications
  • Providing opportunities for employees to develop skills on the job
  • Offering training and education to increase the employees’ expertise
  • Keeping employees engaged and motivated to reach company objectives

Each country, state, and city may have its own specific requirements as to how residents should comply to ensure safety during the COVID-19 pandemic. Transportation could be impacted, as well as schools and other public services. All of these requirements can add significantly to how an employee feels about their safety and security. These requirements might also impact whether employees can get to their place of work, or increase requests for alternative work arrangements to deal with child care needs. Companies should look into a variety of mental health resources that can help employees who could be experiencing issues relating to COVID-19.

Agile Talent Management Programs Might Have Some Mental Health Resources

Agile talent management programs can help companies respond rapidly to new challenges. Many companies already have online learning resources that employees can easily access. Also, Employee Assistance Programs (EAPs) often provide a wide variety of helpful resources for employees dealing with issues that may directly impact their mental health.

COVID-19 Mental Health Resources May Not Be Readily Available

However, dealing with the impact of COVID-19 is not likely to be one of the topics in any company’s library of readily available learning resources. The most recent global pandemic that bears some similarity to the current COVID-19 situation is the 1918 influenza pandemic, occurring over 100 years ago.

Also, isolation resulting from COVID-19 restrictions may lead to increased alcohol and other substance consumption. Those at risk of substance abuse may not have the ability to easily find healthy coping skills. As reported by Nielsen, alcoholic beverage sales rose by 55% during the third week of March. Unhealthy alcohol consumption can lead to a wide number of additional medical and mental health issues.

Resources for COVID-19 Mental Health

Anxiety and stress are major factors that can negatively impact employees’ mental health. As such, companies should provide access to helpful resources that specifically target COVID-19 issues.

GMS spoke with Dr. Eric Goodman, a clinical psychologist who specializes in treating fears/phobias, persistent worrying, panic attacks, Obsessive-Compulsive Disorder (OCD), and social anxiety. Dr. Goodman’s Coastal Center for Anxiety Treatment practice is located in San Luis Obispo, California. He is author of the upcoming book “Your Anxiety Beast and You: A Compassionate Guide for Living in an Increasingly Anxious World,” to be published in May 2020 from Exisle Publishing.

Dr. Goodman has published several articles to help people understand the source of anxiety around the COVID-19 pandemic, as well as how best to manage this anxiety.

What are the Sources of Anxiety around COVID-19?

According to Dr. Goodman, our anxiety has evolved over time to help us survive in worlds that were harsh and unforgiving, with straightforward dangers. Our ancestors knew to run from harm, and their anxiety helped them overcome prehistoric challenges.

In a sense, our anxiety around COVID-19 also consists of known threats to our safety: the coronavirus that may sicken us and our loved ones. Additionally, the forced isolation prevents us from having compassionate connections with others. We feel alone, under threat, and constantly bombarded by a daily news cycle filled with difficulties and sadness. Our mental health takes a beating.

Even if we take reasonable safety measures and abide by all of the precautions, we still face much uncertainty, and with this uncertainty is a risk of danger. Our anxiety wants the COVID-19 risk to be completely gone. Although the statistics favor our survival, we still feel anxiety, and over time may feel that our anxiety itself is a threat to us. All of this results in a higher degree of suffering. Employees may become so overwhelmed by their anxiety that they may not be able to focus on their jobs and corporate objectives.

How Should we Manage the Anxiety Around COVID-19?

There are several ways we can manage the anxiety around COVID-19. Dr. Goodman suggests three specific things we can do to mitigate this anxiety and help improve our mental health:

  1. Become mindful of our how bodies react to anxiety so we can let go of this struggle

Dr. Goodman suggests exercises such as doing a mindful body scan can be helpful to understand how our bodies react to anxiety.

  1. Soothe our nervous system to create a peaceful home for our anxiety

By getting enough sleep, avoiding substances that increase anxiety, and other healthy practices, Dr. Goodman believes our nervous system will become a peaceful place. This in turn will help calm our anxiety.

  1. Teach our anxiety so that it learns something that is safe to do, not just avoid danger

Often our anxiety can pursue actions that border on superstition or phobia. Rather than follow guidelines such as washing our hands for 20 seconds correctly, our anxiety extends the time or the frequency of handwashing. According to Dr. Goodman, we can teach our anxiety what is reasonably safe.

Additional Resources for COVID-19 Mental Health

Mental Health America (MHA)

MHA is the nation’s leading community-based non-profit organization that focuses solely on those living with mental illness. MHA has compiled a number of resources that directly address issues relating to COVID-19.

Anxiety and Depression Association of America (ADAA)

ADAA has a number of resources including blog posts and videos with helpful tips for dealing with anxiety around COVID-19.

Centers for Disease Control and Prevention (CDC)

The CDC has created a resource page dedicated specifically to stress and coping with COVID-19. The CDC further instructs those dealing with preexisting mental health conditions to continue their treatment. Also, the CDC notes they can find additional information at the Substance Abuse and Mental Health Services Administration (SAMHSA) “Disaster Preparedness” page.

Substance Abuse and Mental Health Services Administration (SAMHSA)

SAMHSA provides guidance and resources to assist individuals, providers, communities, and states across the nation in dealing with the effects of COVID-19, including emergency grants and disaster planning.

Rehab 4 Addiction (R4A)

Rehab 4 Addiction, based in the UK, provides speedy admissions into residential rehabs across the United Kingdom and internationally. The team has recently published Coronavirus: Guidance for Better Mental Health, an educational guide to help increase understanding and awareness of all aspects of coping with the stress of the lockdown and bereavement. Their hope is that this resource can be one of many stepping stones for those struggling and their loved ones to better understand their situation and lead them to find a supportive and safe environment.

Ark Behavioral Health (ArkBH)

Ark Behavioral Health is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at Ark is to use a whole-patient approach built on a foundation of integrity, transparency, and compassion. Each facility is centered around individualized patient care with an emphasis on long-term recovery to empower those with sense of purpose and joy. They strive to have their website be an educational resource by providing up-to-date, accurate, and evidence-based information related to substance abuse, mental health, and more. This is done in order to increase understanding and awareness of addiction without shame.

The Recovery Village (TRV)

The Recovery Village seeks to assist those in recovery and decrease the spread of COVID-19, and has launched a Teletherapy Program. Those in need now have access to one-on-one counseling, group therapy, and various online services virtually with a licensed professional, improving their chances of a successful recovery. TRV has also published many support resources to assist those in recovery during the pandemic.

The Palm Beach Institute (TPBI)

The Palm Beach Institute is an an organization dedicated to assisting individuals in overcoming addiction. The COVID-19 pandemic presents unique challenges for people with substance use disorders and in recovery. They have published a guide to understanding addiction relapse during COVID-19 and tips for remaining sober.

Southern California Sunrise Recovery Center (SCSRC)

Southern California Sunrise Recovery Center provides resources for common issues people are dealing with, tips for reducing stress and anxiety, and how to get help for managing mental health during COVID-19.

Recovering Champions (RC)

Recovery Champions is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at RC is to help individuals get personalized addiction treatment through evidence-based practices, trauma counseling, and treatment for co-occurring mental health disorders. They believe that Individualized treatment leads to long-term recovery. 

Choosing Therapy (CT)

Choosing Theraphy provides an online mental health resource, and has published a comprehensive guide to EAP explaining what it is, how and when to use it for mental health, types of mental health care provided, and more.

What Should Employers do?

Employers should share helpful mental health resources that can help employees who may be experiencing issues relating to COVID-19. As a result, employees will be able to reduce the impact of anxiety and stress. They will also be able to focus on their jobs and corporate objectives. Employers should examine their talent management and employee assistance programs to determine if resources are in place that address COVID-19 mental health issues.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to develop talent management programs to address employee needs. Our team can help your company understand how to find and utilize valuable mental health resources that can help employees who may be experiencing issues relating to COVID-19.

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 need for information about mental health resources for employees dealing with anxiety and stress due to the COVID-19 pandemic, 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 Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Relocation Best Practices Relocation Management Talent Management Talent Mobility

Healthcare Corporate Housing Solutions: Covering All the Bases

A group of doctors with face masks looking at camera, corona virus concept.

During the COVID-19 global pandemic, there is a dramatic rise in the need for healthcare corporate housing solutions. Many GMS clients in the healthcare industry suddenly find an increasing demand for a truly mobile workforce. These clients need to deploy their professional staff quickly and efficiently to several different locations.

Since GMS has many clients that already use corporate housing solutions, our team can implement a program almost instantaneously. This allows our client’s front line healthcare workers to focus on their immediate task and gives them peace of mind for their housing solution in a new destination.

What Do Healthcare Corporate Housing Solutions Include?

Direct Experience and Metrics That Matter

Clients seeking healthcare corporate housing solutions should expect a coordinated approach to its housing needs. Solutions should include a very high-touch level of service quality to reflect the needs of the client’s employees. Providers should have direct industry experience with proven long-term results. Metrics such as a 100% client satisfaction rating are indicative of an industry-leading program. As such, this reflects unparalleled dedication to service and quality by the provider.

Healthcare Corporate Housing Solutions: What are the Standard Services?

GMS leverages the strength of a multiple bid process to seek out housing choices among quality providers that meet clients’ budgetary restrictions and policy parameters. As a result, clients can save significantly on temporary living costs. Standard services include:

  • Domestic and Global Coordination
  • Auto Rental and Return Trip Management
  • Over 2 million properties worldwide
  • Fully Furnished Properties, with Utilities and Amenities
  • 95% or Better Match Guarantee
  • Online Tours of Properties
  • Electronic Lease Paperwork
  • Roommate Matching (if needed)
  • Direct Billing Arrangements Available
  • Available Signature Services such as Housekeeping, Grocery Delivery, Houseware Packages, and Special VIP Services

GMS also coordinates, reserves, and arranges the direct billing of fully furnished apartments, unfurnished apartments, and extended stay units.

Healthcare Corporate Housing Solutions: How Does the Process Work?

The general process for arranging temporary housing has three specific stages: Request, Reserve, and Completion. Each of these three stages follow a robust and client-focused set of steps designed to ensure client and transferee satisfaction.

Request

  1. Client submits a request for temporary housing to GMS
  2. GMS contacts the transferee to confirm the details and initiate the housing search
  3. Client approves housing search results (optional)
  4. GMS provides search results to transferee for selection

Reserve

  1. GMS reserves the transferee’s housing selection
  2. Lease documents and arrival instructions are sent to transferee (via DocuSign)
  3. GMS Relocation Coach contacts transferee to confirm selection is to their satisfaction

Completion

  1. Housing costs are directly billed to client on a monthly basis
  2. GMS Relocation Coach contacts transferee monthly to confirm satisfaction and comfort
  3. GMS Relocation Coach checks with client 30 days prior to housing term expiration to manage vacate or renewal
  4. Transferee vacates housing property at expiration

What Does This Mean for Healthcare Corporate Housing Solutions?

Employers seeking healthcare corporate housing solutions should work with a Relocation Management Company (RMC) that has the knowledge and experience to provide a full range of housing options across the entire housing process. RMCs should provide additional helpful programs such as Pre-Decision/Pre-Hire Services with needs-based counseling and mobility assessments, as well as Premier Travel Coordination throughout the entire relocation process.

Resources for transferees should include proprietary relocation technology, area tours, orientations, and virtual destination spotlights. All services should be provided either in-person or virtually, to suit the transferee’s need. By working together, we can all get through these rapidly changing times and help our healthcare workers to focus on what they do best—treating and helping patients to recover from COVID-19.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients with temporary housing solutions to meet their specific needs. Our mobility consulting team can help your company learn about the range of healthcare corporate housing solutions that provide the best options for the employer as well as its employees.

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 more about healthcare corporate housing solutions from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. 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.

Accessibility by WAH

Looking for something?