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2020-21 Corporate Relocation Budget: Start Planning Now

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Shot of an attractive young businesswoman going through paperwork while sitting with her laptop

It is not too early to start thinking about your company’s 2020-21 corporate relocation budget. Many companies review budgets on a regular schedule. However, 2020 has been anything but ordinary. Every nation in the world has been dealing with the impact of the COVID-19 pandemic. From border restrictions to stay-at-home orders, the vast majority of companies have been facing multiple disruptions.

As a result, these disruptions are bound to have some type of impact on corporate budgets. Companies will find it difficult to determine the “new normal” in their business and industry.

Issues That May Lead to 2020-21 Corporate Relocation Budget Increases

Business Growth

Some companies have seen increasing demand for their products and services. For example, Amazon’s recent second-quarter report earnings call indicates tremendous growth for the company:

  • Earnings per Share: $10.30 (average analyst’s estimate: $1.46)
  • Revenue: $88.9 billion (average analyst’s estimate: $81.56 billion)
  • Sales: up 40% year over year in the quarter
  • Drivers: online retail, cloud services

Of special note is Amazon’s online grocery and delivery services, with significant progress in this area.

New Corporate Expansions

Other companies are planning significant expansions. Nikola Motor Company announced it will break ground on a manufacturing plant in Coolidge, Arizona. The plant should create thousands of jobs within Pinal County. Nikola expects to produce up to 35,000 hydrogen electric and electric semi-trucks.

Not to be outdone, Tesla recently announced it will build its next factory in Austin, Texas. Known as a Terafactory, the next Tesla Gigafactory will make the Tesla Cybertruck electric pickup truck and the Model Y. Additionally, Tesla’s headquarters location may also soon relocate to Austin.

Issues That May Lead to 2020-21 Corporate Relocation Budget Changes

Immigration Limitations

Beyond business growth and new corporate expansions, other issues may lead to budget changes. Immigration limits may reduce a company’s ability to hire foreign nationals to work in the United States. However, alternatives may still allow companies to hire qualified staff. These alternatives require specific conditions, with possible increases in costs in some areas such as travel and facilities.

Need for Highly Qualified Staff

Other issues could include staffing requirements. Some industries such as healthcare have seen a dramatic rise in the need for corporate housing solutions. This is due in part to a dramatic increase in a truly mobile workforce to deal with effects of the COVID-19 pandemic.

How Should a Company Approach Reviewing its 2020-21 Corporate Relocation Budget?

Every company looking to review its 2020-21 corporate relocation budget should consider the following 5 specific points:

1. Relocation Policy Review

It is imperative that companies undertake a review of their relocation policy. Best practice is to review this policy every 12 to 18 months. With changes impacting nearly every component of a company’s 2020-21 corporate relocation budget, a policy review will help define areas that should be examined for compliance, utilization, and cost savings.

Do you know if your company’s business continuity plan includes points related to its relocation program? A relocation policy review will highlight areas that should be considered, such as employees on temporary assignment who may need to be quickly reassigned to a different location.

2. Historical Data Review

A thorough review of expenses will provide a good indicator of areas in need of attention. That being said, it is now critically important to also factor in multiple forces that may impact the future budget, including:

  • Immigration issues
  • Travel restrictions
  • Costs to comply with COVID-19 sanitation guidelines
  • Virtual talent acquisition
  • Virtual office requirements
  • Tax compliance issues

A number of points specific to each company’s needs can be considered in light of new business operating guidelines.

3. Significant Cost Generators

Many costs in relocation budgets are due to significant cost generators. Often these costs are driven by specific activities such as moving an employee to a new destination, or reimbursing temporary housing costs during a short term assignment. A thorough review should include examining these activities in detail as they impact the relocation budget:

  • Home Sales
  • Home Purchases
  • Temporary Housing Costs
  • Tax Obligations
  • Household Goods Moves

Be sure to compare and account for cost differences between global relocations and domestic relocations.

4. Accounting Accruals

Companies often account for business expenses that occur in one period by setting aside amounts known as accruals. Future expenses are then allocated toward the accrual amount. Reviewing your 2020-21 corporate relocation budget, consider whether some expenses might be better accounted for through accruals.

A good practice is to review the prior year’s accruals to determine if similar amounts should be in the budget through accrual accounting methods. This will also help ensure a smoother expense tracking and recording process. It may also assist the company with cash management requirements.

5. 2020-21 Corporate Relocation Budget Strategic Initiatives

Consider the impact of any strategic initiatives that might result in additional employee relocations, new hires, or corporate expansions. Is the company planning to build a new manufacturing facility or open a sales office? Are there discussions of future partnerships with other firms? Are new talent management programs in development?

With the advent of COVID-19, today’s workforce is even more responsive to changing company requirements. Given the swift nature of how companies responded to the pandemic, be sure to plan for future contingencies, changes, and disruptions.

What Should Employers do for Their 2020-21 Corporate Relocation Budget?

Employers should work with a Relocation Management Company (RMC) that has knowledge and experience with relocation budgets and managing for contingencies. RMCs are ideal sources for industry best practices. RMCs also have valuable knowledge on global issues relating to immigration, travel, and how the relocation industry and service providers are changing to meet new requirements due to the COVID-19 pandemic.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to develop and prepare robust relocation programs that follow industry best practices. Our team can help your company understand how to account for each of these 5 specific points during the review of its 2020-21 corporate relocation budget.

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 request a relocation policy review as part of your 2020-21 corporate relocation budget review process, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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

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

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

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

May 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 2.5 million

Unemployment Rate declining to 13.3%

June 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 4.8 million

Unemployment Rate declining to 11.1%

A Returning Workforce Requires Thoughtful Post-Pandemic Business Planning

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

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

Pre-Decision Services Help Employers Understand the Issues of Importance

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

Candidate Assessments Provide Valuable Information for Post-Pandemic Business Planning

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

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

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

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

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

What Should Employers do?

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

Conclusion

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

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

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

We're Here to Help! Request a Courtesy Consultation

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

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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
Job Market United States Economy

Sanitation and Cleanliness in Relocation: Rising to the Challenge

One man, man in protective suit disinfecting and spraying every room in the building alone.

Many GMS clients are looking at how they can successfully transition their workforce back to an office or facility location that meets new requirements for sanitation. The original move to a “work from home” environment may have been quickly implemented with very little planning due to the COVID-19 pandemic and various “stay at home” orders.

Returning to a place of work will require a thoughtful approach to the concepts of sanitation and cleanliness. In relocation terms, the return of employees is very similar to a group move. A number of specific points should be addressed to ensure health and safety for all employees.

3 Main Points to Consider with Sanitation

There are 3 main points a company should consider when it comes to sanitation: moving equipment back into a facility, work space configuration, and facility cleanliness.

1. Sanitation When Moving Equipment Back to a Workplace

The American Moving & Storage Association (AMSA) has issued guidance for consumers to ensure safety for all who move during the COVID-19 pandemic. This guidance also applies to moving equipment from an employee’s home back to a workplace. One of the points to consider is that employees should always use fresh supplies of packing materials for any equipment they plan to return to the office.

For example, employees planning to move computer equipment and supplies, file folders, and other office materials should ensure any box they use is new. Rolls of tape, packing papers, and storage boxes should all be new equipment that has not be used for any other purpose. GMS partners provide packing and moving services that are specifically targeted to ensuring health and safety for employees and the workplace.

Equipment that returns to a workplace should meet sanitation and cleanliness requirements. Desktop IT equipment that has been in use in a home environment may need specialized cleaning to ensure it does not transmit any issues back to a workplace such as:

When in doubt, companies should look into sanitation and cleanliness of all incoming equipment to help ensure a clean and safe workplace. Companies may consider offering assistance to employees in the form of curbside return services. With these services, professional movers bring equipment back to a workplace and arrange for installation as well as cleaning and sanitation.

2. Workplace Configuration

The new normal for workplaces may be anything but normal to employees who may be used to close office environments and easy-going quick meetings in hallways, at desks, or in the lunchroom. Social distancing rules put forward by health authorities to help people protect themselves and others could require a new configuration for workplaces.

Generally, social distancing rules according to the Centers for Disease Control and Prevention require:

  • At least 6 feet distance from coworkers
  • No gathering in groups
  • Avoid mass gatherings
  • Do not enter crowded places
  • Limit close contact with others

For some workplaces, entirely new office and work space designs may be required. Companies should review conference rooms, break rooms, lunch rooms, hallways, and other shared spaces with a focus on helping employees maintain social distancing. While social distancing may help reduce the need for workplace sanitation, it will not eliminate the need for companies to address this need.

Other considerations may involve how to configure storage. New space requirements may lead some companies to recognize a need to store equipment, file cabinets, and office furniture. Storage needs may be for the short term or the long term. Workplace size as well as changes driven by how work now actually gets done may dictate new and increased storage needs.

3. Workplace Sanitation

With equipment returning to workplaces and the need to ensure health and safety for employees, companies should review their workplace sanitation programs. Companies should examine equipment, facilities, door handles, tables, chairs, and even staplers in a shared copy room for patterns of use, cleanliness, and sanitation.

While some workplaces may already use good sanitation practices, the new normal with COVID-19 requires a greater focus on practices to ensure good health and safe practices. Many GMS network partners offer enhanced sanitation, including specialized services such as electrostatic disinfection.

Communication of new workplace rules is critical to help employees learn what is considered safe behavior, and what is not. Use of shared facilities such as a lunch room may require consideration as to occupancy and cleaning requirements. Workplace event coordination may be useful to help welcome employees while sharing about the new workplace and expectations. Motivating employees to become involved and engaged will help them gain a sense of belonging and purpose in their new workplace.

What Should Employers do?

Employers should look into all of the aspects surrounding sanitation as they plan for employees to return to the workplace. Packing, moving, and equipment sanitation should be considered. Also, employers should carefully review workplace configuration and potential storage requirements. The new normal for workplaces has changed significantly in light of the COVID-19 pandemic. A Relocation Management Company (RMC) with knowledge and experience in managing group moves is an ideal resource to help employers who are planning to move groups of employees back to central workplace.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to arrange for group moves of offices, employees, and equipment. Our team can help your company understand how identify and address all of the aspects of a group move for your employees returning to the workplace while maintaining new sanitation and cleanliness standards.

GMS was the first relocation company to register as a .com, 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. Contact our experts online to discuss your company’s need for information about helping employees return to the workplace while ensuring sanitation, 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

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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.

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

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

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

What Does Successful Language Training Look Like?

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

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

Successful Language Training Should be Efficient

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

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

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

Successful Language Training by Expert Language Trainers

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

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

Language Training and Complementary Services

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

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

What are Students of Successful Language Training Saying?

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

M. recently relocated from Colombia to the United States

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

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

R. recently relocated from India to the United Kingdom

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

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

What Should Employers do About Language Training?

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

Conclusion

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

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

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

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Centralization Advantages: What You Should Know

Companies benchmarking their relocation policies often learn about many centralization advantages that can be obtained by moving away from a decentralized business model for their relocation program. Often a company’s decentralized relocation program develops over time through business mergers and acquisitions. Challenges come to light when a transferee from one location moves to a new location that has different relocation policies.

What are the Challenges of Decentralization?

There are many challenges for companies that follow a decentralized business model for their relocation program. Reporting systems are often inconsistent. Therefore, it is difficult to obtain accurate information on the full scope of the relocation program. Costs are often excessive due to a high number of policy exceptions, use of multiple vendors for the same processes, and in-house costs related to maintaining multiple relocation programs. Since business units, HR teams, and other departments operate independently, lack of ownership hampers progress.

Impact on Employees

These challenges impact the satisfaction of new hires and transferees who are subject to decentralized relocation programs. There may be confusion for employees with currencies, visas and documentation, and reporting requirements. Ultimately, these challenges may reflect back on the company’s reputation among job seekers and other employees approached for relocation opportunities.

What are the Centralization Advantages for Relocation Programs?

Companies that develop a centralized business model for their relocation program gain in many ways. These centralization advantages cover all aspects of relocation, and include:

  • Consistency in operating platforms with robust integration options
  • Cost containment to reduce variation and increase forecasting and predictability
  • Customized billing processes that meet the company’s needs
  • Defined ownership across local, regional, and global entities
  • Global access to courtesy mobility consulting 24/7/365
  • Greater discounts across a streamlined network of vendors along with dual bid savings
  • Reporting capabilities across multiple platforms, anytime, anywhere

What Should Companies do to Obtain Centralization Advantages?

Companies should work with a qualified Relocation Management Company (RMC) that has extensive experience in helping companies obtain centralization advantages for relocation programs. GMS has published a Case Study on Decentralization that describes how a client was able to obtain centralization advantages that led to significant cost savings and greater employee satisfaction.

Companies should ask their RMC a wide range of critical questions to address all of their main concerns. The RMC will help them understand how to obtain centralization advantages for their relocation program. Also, the RMC will help them design their relocation program. As a result, this will help gain the most benefits for the company, new hires, and transferees.

Industry Benchmarking Studies Highlight Centralization Advantages

GMS has also recently published several Industry Benchmarking Studies that will help companies learn whether their relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how they can ensure their competitiveness in their industry to attract and retain talent with the highest level of skills and experience.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. This review will also help your company learn about how the relocation industry is evolving to meet increased employee demands.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients benchmark their relocation program and obtain significant savings and process improvements through centralization advantages. Our team can help your company understand how to obtain centralization advantages for its relocation program. As a result, your company will be positioned to make a number of improvements to its relocation program as it works to obtain centralization advantages.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn more about the centralization advantages your company can obtain for its relocation program. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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Career Services Job Market Job Seekers Labor Force

Successful Career Coaching for Spouses and Partners of Relocating Employees

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What are the hallmarks of successful career coaching for spouses and partners of relocating employees? Career coaching programs may include several helpful elements. All of these elements work together in a seamless fashion. As a result, they provide spouses and partners the resources they need to find employment in their new location. These programs provide professional resources that are proven to assist spouses and partners with their careers.

Successful Career Coaching by Expert Career Advisors

Career Advisors with job search knowledge and expertise in the local area provide direct guidance and support. As a result, the Career Advisors are resources for information, guidance, and tools that address the client’s individual needs. These experts provide successful career coaching to help spouses and partners define their search strategy and implement their strategic job search and career plan.

Successful Career Coaching Program Elements

Successful career coaching programs include the following:

  • Quick Start Job Search Preparation (marketing tools, job search assistance manual)
  • Job Search Assistance (market information, access to searchable data)
  • Personal Branding (online profiles, personal website, blog, video)
  • Partnering Services (online courses for job search execution)
  • Resume Writing Services (resumes, cover letters, LinkedIn profile)

How Does Successful Career Coaching Result in Job Offers?

Global Mobility Solutions (GMS) recently heard from a spouse who relocated from Shanghai, China to Cambridge, Massachusetts and used the services of a Career Advisor for successful career coaching. In that person’s actual words, here is what successful career coaching can do for a spouse or partner’s job search and career path.

Moving from Shanghai to Cambridge: How to Start My Job Search?

“Deciding to relocate with my husband from Shanghai to Cambridge is a big decision for our family…I also worried about my own career. How am I going to continue to develop myself professionally through getting a job in a whole new country? I do not have any local education background and little knowledge about the job searching channel, workplace culture, employment preference…”

The concerns noted are typical for all spouses and partners. These concerns arise whether relocating from Shanghai to Cambridge, or from New York to Atlanta. Direct access to a locally-based Career Advisor is an invaluable resource. This resource will also bring peace of mind to a transferee’s spouse or partner.

Tools and Resources in Action

“My career coach has been very inspirational and helped me understand what I want in a position and for my career path.”

Career Advisors have diverse, professional backgrounds, and qualifications. They provide in-person support in major metropolitan areas, or remotely, as needs permit.

“Several useful surveys on the portal to help me get different ideas…discover how exactly I should emphasize and sell my strengths using a brief summary to make my background more attractive.”

Resources such as articles, surveys, local data, and job-related qualifications provide insight and guidance to local market employers and trends. A data-driven approach is a hallmark of successful career coaching.

“This summary was later updated in my LinkedIn profile to provide recruiters an overall introduction before they decide to approach me for further information. This also provides good material to prepare my self-introduction for future interviews.” 

Today’s job market requires job seekers to have defined plans. As a result, they must leverage cutting-edge technology along with determination and a commitment to implement their personal career plan. Job search tools must be created to match how employers search for new employees.

Written Communication and Verbal Skill Development

“We moved on to the next steps of revising my resume and cover letter.”

Communication is critically important in a job search. Successful career coaching will emphasize the importance of a well-written resume and targeted cover letters.

“My career coach suggested I go through the various training resources on my portal. These resources include webinars as well as useful articles and potential questions that might be asked during an interview.”

Beyond written communication, verbal skills during an actual interview often play a large part in candidate hiring decisions. A resume and cover letter may open a door. However, the job seeker must then close the deal with effective interviewing as well as post-interview follow through activities.

Interviews and Job Offers Due to Successful Career Coaching

“Encouragement on the day of the interview really meant a lot to me, so I felt I was not doing this alone. I feel more confident in my interviews because now I know clearly why I chose the company and the position as well as what I am capable of and how I am supposed to show my capabilities to the interviewers.” 

Most interviewers indicate that a job seeker’s appropriate level of confidence during an interview helps them feel more comfortable in determining their recommendation. Job seekers who can answer questions with clear answers as well as ask their own thoughtful questions of the interviewer will impart a favorable impression.

“Now I have an oral offer from one of the companies I have interviewed for. I also have several other interviews to attend in the coming weeks.”

Achieving the goal of obtaining a job offer and additional requests for interviews helps the job seeker feel more at ease with their new location. This also helps the entire relocation process for the relocating employee, the spouse or partner, and the entire family. As a result, the company benefits with successful relocations.

Recognizing Successful Career Coaching and its Result

“I was not sure how much it would help me through my journey of job searching and restarting my career. However, looking back, I would strongly recommend this program as well as my career coach to anyone that has the same relocation experience and needs to restart their career in a whole new place.”

Often a spouse or partner may not have a full understanding of the services a Career Support Program provides. Also, they may not realize how helpful these services will be to their job search. However, these proven resources result in successful outcomes. As a result, spouses and partners who utilize the programs benefit greatly from successful career coaching.

What Should Employers do?

The most successful company relocation programs provide a wealth of support programs and services for spouses and partners since they are often key to ensuring a successful relocation. GMS provides our clients with an extensive range of spouse and partner support programs. Also, GMS provides many other valuable business services so employee relocations are successful. Our high-touch service model fully extends to helping employee’s families with everything they need during their relocation process.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop successful career coaching programs to help their relocating employee’s spouses and partners find jobs in their new location. Our team can help your company determine how to offer career services for spouses and partners that promote successful relocations.

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

Contact our experts online to discuss successful career coaching programs that help your transferee’s spouses and partners, or give us a call at 800.617.1904 or 480.922.0700 today.

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Corporate Relocation Corporate relocation tips Relocation Best Practices Relocation Challenges Relocation Management Relocation Programs

What are the Top 5 Points a Company Planning to Relocate Should Consider?

A company planning to relocate is usually doing so for several reasons. Some companies operate through extensive planning processes and may have short term objectives as well as long term objectives. When considering a corporate relocation, companies must examine several major factors that will impact their decision. Sometimes these major factors have been known to the company, especially if they experience challenges in talent acquisition and management.

Major Factors that Lead Corporate Relocation Efforts

1. Quality of life considerations for their employees.

This encompasses a wide variety of issues including housing and tax costs, commuting times, access to social and educational venues, and environmental concerns. Opportunities for spouses and partners are critically important for relocating employees to ensure success. Family matters and career support for spouses should be a part of any corporate relocation initiative.

2. Workforce issues such as being closer to employees with the necessary education and technical skills.

Companies seeking to hire talented employees often prefer to be near a locale that has a large talent pool of viable candidates for job openings and growth opportunities.

3. Upgrading facilities and equipment is an important factor for any company planning to relocate.

Some companies currently operating in outdated facilities may be at a competitive disadvantage. Their competitors may have newer facilities with access to new technology, high-speed communication, and other updated amenities. As such, the company can easily upgrade facilities and equipment during a relocation.

4. Access to new markets is a major factor for corporate relocation.

The ability to reach new clients and gain exposure in a new location can help a company reach corporate objectives quickly and successfully. In some cases, a corporate headquarters move is made to provide greater access to capital and financial decision makers. Many large companies have facilities in various locations to gain unique advantages specific to those areas.

5. Cost considerations may be a factor in some corporate relocations.

Many companies take the cost of a location into account. They want to assure continued success as they respond to rising costs and increasing competition

Once a company planning to relocate reaches a decision, there are many points to consider. As it plans for a corporate relocation, a company should consider each point to ensure it is fully aware of potential issues, plans are in place, and preparations are sufficient to ensure a smooth relocation experience.

Top 5 Points a Company Planning to Relocate Should Consider

1. A project team should be in place to plan the relocation.

There are many aspects to consider. Several elements in corporate relocation may take a considerable amount of time for review, discussion, and formulation of plans. Companies considering a corporate relocation should have a written plan. Also, they should review this plan for accuracy to ensure it meets stringent corporate, customer, legal, and operational requirements. Important consideration should be given to the relocation budget. Companies should be fully aware of all the costs their corporate relocation will incur.

2. Contingency planning should be an integral part of a company’s corporate relocation plan.

Outside factors such as weather may severely impact the ability to move people and equipment in a timely manner. For each contingency, companies should identify a proper protocol to ensure the relocation goes back on track as soon as possible.

3. Disruptions may occur.

Proper planning should include a review of backup systems for information networks, customer communications, and employee outreach. In all cases, everyone should have a way to contact the company to ensure business remains ongoing during the relocation.

4. Technology systems are usually the most critical component for a company to consider during a relocation.

Connectivity, security, adequacy of backups, and ability to restore systems should be reviewed to ensure full compliance with corporation needs, customer requirements, and business continuity plans.

5. Communication is a key point for any company planning to relocate.

A company planning to relocate must ensure employees, customers, vendors, and others receive information about the move. Often this is a good opportunity for positive Public Relations (PR) efforts that can highlight the corporate relocation’s benefits in many ways, while giving the company greater exposure to tout their growth and initiatives. Companies should consider the audiences that will receive their message. They should also determine how they will express the traditional PR messages of who, what, where, how, and when.

What Should a Company Planning to Relocate do?

A company planning to relocate should identify all of the factors leading to the corporate relocation decision. Also, the company should consider all of the Top 5 Points that may impact the relocation. Companies considering a corporate relocation should work with a qualified Relocation Management Company (RMC) that has knowledge and expertise in all of the planning and processes inherent to relocation. Corporate relocation experts provide valuable insight. As a result, they can help a company’s corporate relocation process run smoothly, quickly, and with the least amount of disruptions. Engaging a Relocation Management Company early in the process will ensure a company has a knowledgeable partner that can guide them through all phases of the corporate relocation.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop plans and processes to ensure a successful and efficient corporate relocation. As a result, our team can help your company planning to relocate understand how to proceed with a corporate relocation. This will keep your company operating at top capacity before, during, and after the relocation.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s corporate relocation, or give us a call at 800.617.1904 or 480.922.0700 today.

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