Tag: Employee Development

Lack of Remote Work Policies Up Resignation Numbers

Post author By Nancy Kritzer | CRP
Post date April 19, 2022

young professional woman resigning from job — Waist up portrait of smiling young businesswoman holding box of personal belongings leaving office after quitting job, copy space

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

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

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

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

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

Employees Resigning Because of Lack of Flexible Work from Home Arrangements

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

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

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

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

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

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

GMS Can Help with Employee Retention

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

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

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

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Tags Employee Development, remote work options, remote work policies

Business Services Career Services Employee Development Job Market Labor Force

Preparing for 2022 Workplace Trends

Post author By John Fernandez | CRP, GMS, SSB
Post date October 12, 2021

Business meeting at table — Group of young modern people in smart casual wear discussing business while working in the creative office

What lies ahead for the average workplace in 2022?

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

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

Gen Z Is Coming

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

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

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

Working Remotely and Flexible Work Schedules

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

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

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

Set Realistic and Motivating Promotion Paths

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

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

Keep Communications Open and Sociable

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

Stay On Top of Workforce and Workplace Trends

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

What's happening in your industry? Request a Courtesy Benchmark report

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

Tags 2022 workplace trends, Employee Development, workplace culture

Domestic Relocation Domestic Relocation Tips Employee Development Global Relocation Global Relocation Tips Labor Force Talent Mobility

2020-21 Employee Relocation: Location, Location, Location

Post author By Nancy Kritzer | CRP
Post date September 29, 2020

Portrait of a handsome young businessman standing outdoors

If your company’s 2020-21 employee relocation plans require a mix of new hires and current employee transferees, how can you be sure you will attract the most highly qualified candidates? Many job seekers are looking for career opportunities. However, they also have other interests such as home ownership and a desire to live in a growing and vibrant location.

With the COVID-19 pandemic leading many employers to institute Work from Anywhere policies, some may think relocation is no longer necessary to attract talent. Employers that pursue this line of thinking may believe they are offering a great value in their talent acquisition programs. Unfortunately, they may also be seen as a less desirable employer for job seekers to consider. Why? Because the employer’s location may be one of the most desirable points for job seekers who are seeking opportunities.

Location, Location, Location

When employers benchmark their relocation policy, they should keep “location, location, location” at the top of their mind for talent acquisition. Key point to remember: the employer’s location is where the job seeker wants to work and live. While the job opportunity carries significant weight, location is often a deciding factor for employee relocation.

Location Often at Top of the List for 2020-21 Employee Relocation

Location is often at the top of every job seeker’s list when looking for employment. Many people see moving for a new job an exciting adventure. Looking at the best cities to find a new job is almost a rite of passage for new college graduates. Even during the pandemic, many cities have more job openings than candidates with the requisite skills and qualifications. Location, then, is a critical consideration for job seekers, and one that employers should leverage in their 2020-21 employee relocation plans.

Beyond location, job openings, and future company growth, job seekers also consider a wide range of location-specific factors in their search. These factors may include:

Cost of living
Housing options
Demographics
Social networks
Weather
Safety
Educational opportunities
Professional networks
Local amenities

Pre-Decision Services are Critical for Success with 2020-21 Employee Relocation

The value of pre-decision services to talent acquisition programs has increased dramatically. Employers can more readily determine if new hires and transferees will result in a successful relocation. These services also help the potential employee learn about the area and understand all aspects of the relocation. Career support services for spouses and partners are also provided, and family matters are taken into full consideration.

There are many benefits of pre-decision services for both the client and the candidate, including:

Client Benefits

Increases job acceptance ratios
Highlights candidate concerns and issues prior to relocation
Minimizes policy exceptions
Provides cost savings
Increases budget accuracy
Increases successful relocations
Identifies candidates unable/unwilling to relocate

Candidate Benefits

Thorough orientation tours for candidate and family members
Expert counsel and assistance for all aspects of the relocation
Relocation industry professionals provide support and attention
Spouse, partner, and family support services
Dedicated consultant available to discuss any concerns

MyRelocation^® Video Destination Spotlights Highlight the Employer’s Location

With so much interest in location and location-specific factors from job seekers, employer should consider how they present relocation opportunities to candidates. GMS offers its clients Destination Spotlights to North America and Global locations that provide a wealth of helpful information. GMS’ MyRelocation^® Video Destination Spotlights are professionally crafted videos. These beautiful and engaging videos provide an overview of the location for the candidate.

What Should Employers Do About 2020-21 Employee Relocation?

Employers should examine their 2020-21 employee relocation plans to determine how they can be successful in attracting candidates with the necessary skills and qualifications. They should work with a Relocation Management Company (RMC) with knowledge and experience in developing relocation policies that follow industry best practices.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to develop relocation programs that attract candidates with the necessary skills, education, and experience. Our team can help your company understand how to use 2020-21 employee relocation plans to design an effective relocation policy. As a result, your company will be able to remain competitive in its industry and attract the best candidates for job openings.

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 schedule a complimentary policy review for your 2020-21 employee relocation plans, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Tags 2020-21 Employee Relocation, Domestic Relocation, Employee Development, employee relocation, Employment Opportunities, global relocation, Global Relocation Tips, Inclusive Employment, Inclusive Workforce, Pre-decision, Pre-Decision Programs, Pre-Hire Assessment

Employee Development Talent Management

Global Productivity and Employee Development

Post author By Sam Hoey | CRP, GMS
Post date April 19, 2018

Closeup front view of mid 30's business team standing in line in their office. Focus on the closest person to the camera, smiling blond woman. There are five people total, two women and three men.

Companies can maintain a competitive advantage if they develop and utilize their employees. Greater automation across routine jobs means the remaining positions are where employees can help companies compete and succeed. What drives global productivity and employee development? There are three key factors companies must take into consideration to increase global productivity:

Job Engagement

What does it mean for an employee to be engaged in a job? Employee engagement is a key company initiative that continually shapes employee performance and promotes continuous improvement. Companies must create a culture that allows employees to become engaged. They can do this by giving them the training and tools needed to make choices that are good for the business. Employees who choose to engage in their job use their training and tools to accomplish tasks. Also, they drive projects to completion, and learn things during the process that make them more valuable to the company.

Talent Management

Talent management might take the form of competing in an international marketplace for employees with specific skills and experience. It might also take the form of inducing higher performance levels from current employees through the use of effective programs both for the individual employee and for the organization as a whole. Continual development and growth through learning opportunities provides many employees with a pathway toward higher job engagement. Job-related educational opportunities have been shown to increase the bond of an employee to an organization. Especially for younger workers, opportunities to learn provide them with a sense of accomplishment and a feeling of worth to the organization. Many learning opportunities might occur within a job assignment at a global location, requiring employee relocation. Pre-decision services can help companies and employees determine if the opportunity will be successful.

Workplace Culture

Creating a growth-oriented workplace culture requires companies to change their approach to managing employees. Companies that focus on performance development as opposed to performance management are more likely to foster a culture of productivity. Managers must evolve into coaches who focus on an employee’s development for their current position, and the future needs of both the employee and the organization. Looking forward to where the organization wants to be will give managers a view as to training and development opportunities current employees can take advantage of for their growth and for the company’s benefit. Older managerial concepts such as annual performance reviews and allowing seniority to determine who should manage need to change. Managers as coaches need to give continual feedback and be available for employees in a fast-moving environment. Employers should give employees with the best skills relating to and inspiring other employees the opportunity to lead teams and projects.

Conclusion

Three key factors drive global productivity and employee development: job engagement, talent management, and workplace culture. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to improve productivity and promote employee development with a well-designed global relocation program.

Contact our team of experts to discuss your global relocation program needs, or call us at 800.617.1904 or 480.922.0700 today.

Tags Employee Development, Global Productivity, Human Resources Innovation, Talent Management, workforce mobility management