Learn what the industry leaders are using for international relocation services
Technology trends continue to shape the 2023 workplace and workforce. Companies need to rethink their talent mobility strategies to respond effectively within the new parameters of workplaces. Companies can more easily expand their organizations to meet market demands without restrictions or needs for solely geographically-limited talent.
Opening a division in a new location requires knowledgeable employees to be at the site to ensure processes are followed, and procedures are in place to match corporate requirements. A visual meeting platform like Zoom might work for meeting purposes. Still, it could be logistically challenging for an employee to conduct a factory tour or examine manufacturing processes in detail over a Zoom call.
This is why companies providing international relocation services instantly broaden their hiring pool. If you can hire the best candidate, no matter where they are currently located, you are more likely to get the right person in the right seat.
But moving employees internationally is a challenging process. There are lots of moving parts that have to be kept in mind. With that said, companies that offer international relocation programs should utilize up-to-date technology to keep all of these moving parts in one central database. With increases in global assignments, companies should examine the following three trends that impact talent mobility:
Cloud-Based Systems
The estimated increase in talent mobility highlights the need for companies to surround employees with the proper technological infrastructure to maintain productivity. Cloud-based systems may increase talent agility and flexibility since employees can access corporate information quickly with an established Wi-Fi connection. Relocation technology for transferees should reflect the most modern technology trends in providing service and solutions anytime, anywhere.
Having a cloud-based system allows all involved with the relocation process to have clear insight into how the move is going. Everyone means the employee, the employer providing the talent mobility benefits, and the company that is providing the international relocation services.
Relocation Technology Trends Attract Top Talent
Global assignments require a set of leadership competencies, including cultural awareness, open-mindedness, and flexibility. There is strong interest among employees of all levels for international assignments as technology trends provide more extraordinary learning experiences. Companies should examine their employee relocation needs with pre-decision services to ensure candidates will likely succeed.
Communication and Collaboration
Video conferencing is common in business as teams expand globally and the need for visual and verbal communication increases to replace the limitations of emails and texts. Employees drive the demand for easy solutions, so businesses must respond with practical tools and training to ensure security is not compromised as communication flourishes. Communication trends will improve with robotic process automation, which speeds up business processes, so employees have the information they need much faster than through manual processing.
GMS Provides the Best Relocation Technology
Global Mobility Solutions (GMS) created MyRelocation to make the relocation process seamless. Our cloud-based system acts as central insight for each employee’s relocation.
From bookkeeping on receipts and payout orders to pointing out key dates, such as when movers are supposed to arrive, MyRelocation keeps all involved in the know.
GMS believes that its award-winning MyRelocation technology and our expert team make us the US’s best international relocation service provider. We would love for you to set up a free consultation with us so that one of our relocation experts can walk you through why GMS is the best in the industry.
Our cloud-based relocation technology is designed to help you streamline your company’s relocation management.
Cropped shot of an attractive young businesswoman working in a modern office with her colleagues in the background
A Definition of Global Mobility and Why It’s Important
Global Mobility refers to a company’s ability to make its workforce mobile. You will also hear it commonly referred to as talent mobility and can even be better categorized as relocation assignments.
Nowadays, countless companies are trying to expand globally due to leveraging technology to reach new audiences. However, if businesses want to succeed in expanding internationally, they will have to manage their talent pool. The best way to do that is to have global mobility policies set in place.
There are various assignment types for companies setting up for global mobility, from permanent country moves to short-term international assignments. The ability to mobilize your workforce and provide relocation services for new employees widens talent pools to further depths. That assures your company is obtaining top talent.
Common Services Included in Global Mobility Policies
Any company looking to work with international relocation specialists to set up talent mobility policies should know that each company’s talent mobility needs are different. And should be handled as so. There is no short-cut method for handling global assignments; each needs to be tailored specifically.
Each global mobility provider will have a different range of services. But here is an overview of the standard services most relocation management companies (RMC) provide:
Pre-Decision Services:
– Needs Assessment/Pre-Decision Counseling
– Security Briefings
– Cost Projections and Tax Calculations
– Cost of Living Analysis
– Goods & Services Tables
– School Reports
– Virtual and Video Destination
– Mobility Assessments
– Pre-Hire/Decision Travel Booking
– Area Tour & Orientation
– Candidate Expenses
– Assignment Letter Development
– HR/Recruiter Debrief
Pre-Departure Services:
– Program Counseling & Management
– Global Expense & Compensation Management
– Visa & Immigration Services
– Home Disposition Assistance
– Auto Shipment & Disposition Assistance
– Tax Equalization & Consultation
– Medical Coordination
– Assignment Travel Booking
– Area Tour & Orientation
– Global Home Finding
– Schooling Assistance
– Spouse/Partner Career Assistance
– Cultural Training
Destination Services:
– Settling In
– Auto Lease/Purchase
– Language Training
– Air, Sea, & Surface Shipment
– Storage Management
– Global Banking
– Driver’s Education
– Temporary Living
– Career Assistance
– Education Assistance & Placement
Ongoing/Repatriation Support:
– Ongoing Tax Consultation & Filings
– Security Monitoring and Alerts
– Global Travel Tracking
– Tenancy Management Services
– Emergency Services
– VAT Recovery
– Repatriation Program Counseling & Management
– Repayment Collections
Why Are Global Mobility Strategies Important?
Talent mobility is highly beneficial for international growth-focused organizations. However, before moving staff members overseas, it’s essential to consider various mobilizing factors, such as immigration requirements. A strategy set in place with a qualified global mobility service provider ensures that each employee’s international deployment process is seamless.
It should also be noted that the global marketplace is constantly changing for each industry. Therefore, you should work with your human resources team and global mobility consultants to review and update your strategy annually to reflect the current international mobility offerings of your competitors.
Once a global mobility strategy is created and implemented, global deployment is more cost-efficient, consistent, and compliant. All this leads to the best possible relocation process for your employees.
GMS Provides Excellent Global Mobility Service
Global Mobility Solutions (GMS), an international relocation management company, is the industry leader in global mobility consulting. Since 1987, our relocation experts have assisted companies and put talent mobility strategies in place for their businesses and employees to succeed in new countries.
When you set up a free consultation with us, we will listen to all of your needs, wants, and goals. Then help you construct comprehensive global mobility service packages that will help your business thrive. Contact us today with any questions regarding international relocation or domestic relocation.
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.
Happy couple carrying cardboard box and pot plant in new house
The Importance of Providing Spouse & Family Support for a Successful Relocation Process
Relocating for a job can bring many new opportunities to one’s professional career. But moving to a new destination for a job can also mean uprooting a partner, or even an entire family. When a candidate accepts a new position and agrees to move for the job, many negotiate to get relocation costs covered by the new company. Companies that are regularly involved in the talent mobility process work with relocation management companies (RMC) to construct relocation packages that are enticing and helpful to employees.
But do these relocation benefits ever include any support for the transferee’s spouse or family? Any modern RMC representative would highly recommend including partner/spousal support and family support offerings to recently hired employees. There are many reasons companies should be happy to help ease the transition for their new employees’ families. For example, if the employee knows their family will have an easier time moving, they are more likely to accept the position. Finding the right candidate quickly cuts down on the time of the job search. Also, knowing their family will be taken care of during the relocation process because of special relocation benefits, the employee can have their mind on their work.
There is no one size fits all relocation package. Each talent mobility assignment is different and should be treated as so. With that being said, there are numerous relocation services that RMCs can provide to moving employees’ spouses and other family members. Let’s look at some of the more common programs worked into the relocation process.
Area Orientation Trips
Orientation trips are a relocation benefit that tends to get overlooked. Many RMCs would recommend that companies cover at least one or two (if not more) orientation trips for the employee and their partner/spouse. The main reason to add this into a relocation package for the employee to utilize it as a house-hunting trip. Including this service helps the employee and their family get somewhat familiar with the lay of the land for their new destination. These trips can also be used to check out different schools and activities for those relocating with children. Taking a tour of a local school might help the family decide which neighborhood they might want to settle in. If the transferee’s kids play sports or participate in other after-school activities, then take advantage of the trips to meet and greet with coaches and directors so that they are not starting from square one once arriving in the new city. Area orientation trips can give kids and spouses a new, exciting spin on the move if a dream house is discovered while house hunting.
Spousal Career Services
Another perk that should be included in relocation packages is career services for the moving employee’s spouse or partner. It’s not unusual for a domestic partnership to make up a dual-career household; this means if the family is moving for one person’s job, there is a chance the other will have to quit or alter their career. But there are ways that companies can work with RMCs to include spousal career services in their talent mobility benefits. These programs can offer comprehensive career assistance along the lines of:
Spouses who are moving with their partner can use this time to their advantage. Some people hold off on a career change, but right after a relocation could be a perfect time. If the moving spouse has to resign from their current position anyway, then it could be a new beginning they need to switch industries or positions, maybe even start their own business. In very lucrative relocation offerings, there may even be grants and financial support benefits for the employee’s spouse to get special training for a new job. And sometimes, some RMCs might even work in entrepreneurial opportunities for relocating partners.
Language Training
For international relocation services, language training might be one of the most essential benefits needed. Those who relocate to a new country with a spouse and children will more than likely have to learn a new language. Learning a new language can be difficult if the family has not been preparing for it for a few years leading up to the move. Companies that plan to interview, and ultimately hire, global candidates should seriously consider covering or reimbursing for classes and tutoring for the employee and their family members to learn the language of their new home. Language training programs give the spouse and family a better chance of adjusting and liking their new surroundings making it more likely that the employee can succeed at their new job as well.
GMS Offers Relocation Services with Spousal Support
For international relocation services, language training might be one of the most essential benefits needed. Those who relocate to a new country with a spouse and children will more than likely have to learn a new language. Learning a new language can be difficult if the family has not been preparing for it for a few years leading up to the move. Companies that plan to interview, and ultimately hire, global candidates should seriously consider covering or reimbursing for classes and tutoring for the employee and their family members to learn the language of their new home. Language training programs give the spouse and family a better chance of adjusting and liking their new surroundings making it more likely that the employee can succeed at their new job as well.
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.
Diverse business team conducting interview or review with prospective employee
Recruiting In a Hot Job Market? Sweeten the Deal
From trucking to healthcare, many industries are having a hard time landing top talent for open jobs. Companies have difficulty filling positions regardless of the talent level in some industries, such as hospitality and foodservice. What is holding back companies from being able to hire the right candidate in a reasonable time?
While pandemic and economic factors certainly play a factor in these difficulties, GMS recommends that you keep it simple and review what your HR department does from a recruiting and benefits standpoint. What can your company offer that other companies can’t? How do you prove to candidates that working at your company will improve their life professionally and personally?
Sometimes, companies will offer high salaries for positions but end up with a candidate who is not qualified. Or worse, a candidate who works for the company for six months then moves on to another job that offers more. Obtaining and retaining good employees can be difficult for HR managers and recruiters. That’s why some companies provide enhanced incentives to new employees.
Here are some ideas on how your company can hire and obtain talented candidates for positions at all levels:
1. Roll Out an Employee Referral Program
A simple idea, but giving your employees incentives to recruit for the company can go a long way. Your employees know better than anyone what type of person needs to fill the open seat. Rewarding your staff by giving bonuses or other financial incentives for bringing in a front-runner job candidate will pay dividends.
In many cases, these referral programs offer existing employees a pre-defined bonus if the employee refers an applicant who meets all criteria, is hired, and then stays with the company for a specified length of time. Ninety days of employment is the typical timeframe applied to these programs. However, with the current competitive hiring market, some companies are paying their employee referral bonuses after only 30 days of the new hire’s start date.
2. Temporarily Reduce Repayment Agreement Terms to One Year
Offering relocation policies to candidates is a great way to open up the talent pool for the open position. When you are able to field any applications from candidates located throughout the country, it gives your company much more opportunity to find the right employee as opposed to just interviewing local candidates. Keeping the job posting local shrinks the number of potential candidates.
Oftentimes, when offering relocation packages to new hires, employers offer to cover the costs of the relocation if the employee stays with the company for a protracted period of time (generally 2-3 years). This arrangement is called a Repayment Agreement, whereby the employee is contractually obligated to repay a defined amount of the relocation costs that were covered on their behalf in the event they leave the company within the specified time period.
In a tight hiring market, many companies are temporarily reducing the terms of this agreement to as little as one year. This can be perceived as an added incentive for the employee, reducing their risk of paying back their relocation costs in the event they need to move on. However, this represents added risk and exposure to the employer.
3. Increase Allowances to Encourage Candidates to Consider Relocation
Miscellaneous Expense Allowances (MEAs) are a pool of money a company will offer an employee above and beyond the benefits, the employer has committed to directly covering (such as household goods transportation costs.) The MEA can be used by the employee to cover relocation costs that might not be covered under the policy, but qualify for use. For example, the employee’s relocation policy might not specifically call out pet transportation as a covered benefit. Employees can utilize their MEA to help cover the cost of transportation for their dog or cat, reducing their personal financial burden.
The specific MEA benefit level and its allowable use can be different from company to company and policy to policy. However, increasing the amount offered in the MEA can be a powerful incentive for job candidates who might be on the fence about relocating for the position.
4. Review and Approve Relocation Policy Exceptions Upfront
In the negotiation stage of hiring, it is always important to be upfront and crystal clear about what benefits are contained within your relocation policies. Make sure the employee knows what is covered, how they can utilize relocation policies, and why they should take advantage of each benefit. The last thing you want is to send an offer letter out only to have it rejected.
Occasionally, the benefits provided by your relocation package may not meet the needs of a candidate and their family, potentially derailing the hiring process. In these cases, policy exceptions can be used to provide additional and targeted relocation support to the candidate. For example, consider increasing the number of days of temporary housing coverage to accommodate an employee without a place to live due to the current hot real estate market. As homes are selling quickly, intense competition in purchasing a new home can drag out how long an employee needs accommodations.
5. Formalize A Sign-On Bonus Structure
Sign-on bonuses are an easy way to hire in a hurry. Offering a set amount of money to be paid to the new employee after a certain amount of days on the job can be a powerful hiring incentive. In industries that are desperate for talent, these sign-on bonuses can be as high as $5,000 to $10,000. The amount of the bonus should depend on the employee’s experience and the urgency for filling the open position.
6. Offer Retention Bonuses To Obtain and Keep Top Talent
Having retention or goal-based bonus structures for new hires can be a great way to keep good talent around. After an employee is hired, give them a list of obtainable goals for them to meet in their first 30-120 days. If all goals are met, the employee should be eligible for the bonus. Programs like this do two things: first off, they keep the employee motivated and focused on meeting marks. Second, it is a great recruiting weapon. Advertising to potential employees that they can get bonuses for aspects of their job can entice some great candidates to be willing to leave their current job to work for you.
GMS Knows Hiring Can Be Hard. Let Us Help!
Global Mobility Solutions (GMS) has been a workforce mobility leader since 1987. We help companies create and update relocation policies for employees, offer outstanding recruiter services, and develop innovative resources for HR managers. We want to help your company get the right people in the right seats quickly and easily. Contact us today to set up a consultation call with one of our talent mobility experts. We will listen to all of your wants and needs, then help you put together the best global mobility plan possible.
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.
Rosslyn, Arlington, Virginia, USA city skyline on the Potomac River.
Cities with Growth Opportunities
2021 is already halfway over. While this year has seen more normalcy than 2020 did, there are some permanent changes that will stay. One of those changes is companies allowing employees to work remotely. When the COVID19 pandemic first went into effect, almost all major companies set up employees to work from their homes to promote and protect the health and safety of their workforce and operations.
Many companies now are looking into allowing their employees to work remotely full time, even as life begins to return to normal. Now that employees no longer have to commute to an office every day, it gives them the ability to live anywhere they want. This has people moving all over the country. But what are the best cities to move to those looking for a full-time change?
20 of the Best Cities to Move to for Growth
While most “best cities” lists rely on a certain level of subjectivity, many tools have attempted to perfect the art through evaluation, scoring systems, and other analysis. The following list looks at the overall livability of each area with a focus on positive economic activity.
The Woodlands, TX
Arlington, VA
Naperville, IL
Overland Park, KS
Cambridge, MA
Ann Arbor, MI
Plano, TX
Columbia, MD
Berkeley, CA
Bellevue, WA
Irvine, CA
Richardson, TX
Seattle, WA
Madison, WI
San Francisco, CA
Sunnyvale, CA
Raleigh, NC
Boulder, CO
Sandy Springs, GA
Torrance, CA
While these cities all have different cultures, climates, and costs, they were chosen based on many different aspects of living. Factors include livability, job opportunities, homeownership rates, cost of living, and their track record of economic growth. Most of these cities have seen consistent growth for the better part of 10 years, making them some of the best cities to move to for growth opportunities. Many of these cities are considered mid-size, meaning that while they are growing, they are not yet the size of mega-cities such as Chicago, New York City, or Los Angeles.
Midsize cities that are growing tend to offer some of the best job markets in the country. This could come into play if someone who is looking for change is unable to work remotely in their current career. Additionally, the availability of job opportunities is critical for trailing spouses or partners who wish to continue their own personal growth and achieve their career goals in their new destination.
Things to Consider When Moving to a New State
While it’s nice to be able to live anywhere because of the ability to work remotely, there are many factors that should be considered and questions that should be answered before relocating.
Cost of Living
Affordability is typically one of the biggest factors relating to the decision to relocate. Can your current salary or income keep up in the new city? Will you be able to afford the cost of fuel, groceries, and other basic living items that might be more expensive (or cheaper) in the new place.
Healthcare costs, education, and culture should be other factors to look at when looking to move into a new city.
Real Estate Market
2020 and 2021 have resulted in a boom in real estate that shows no signs of stopping in the near term. The average cost of homes rose just over 11% nationally (its largest annual gain in 15 years) and should be brought to any conversation about the best cities to live in the USA. Will your current home sell for what it’s worth? Can you afford a nice enough home in the new area? While it is a great time for sellers, it is more expensive for buyers than before.
Quality of Life
When selecting the best cities to move to, local amenities and quality of life play an outsized role that many forget to include in their decision to relocate. Is there an availability of quality schooling at the new location? How are the average commute times? Is efficient public transportation available? Is there a good balance of shopping, climate, recreation, and dining available?
How We Can Help
GMS is a leader in the global mobility industry. We help companies draft relocation policies for their employees, helping them get from point A to point B while minimizing common pain points, where possible. It is our goal to make the relocation experience smooth for those trying to relocate to the best cities in the USA. GMS’ services can help every step of the way, from pre-decision to departure, to help getting settled in the new destination.
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.
United Van Lines’ newly published study of 2020 migration patterns in the United States shows where people are moving. The study ranks those states where the company has moved 250 or more into the state. Four of the top five states from the 2019 study make an appearance at the top of the 2020 list. One state that was in the top 5 in 2019 does not even rank in the top 10 for 2020—Washington. A new entrant into the top 5 is South Dakota, although it ranked at #8 in 2019.
Top 5 States Growing due to 2020 Migration Patterns
2020 Ranking
2019 Ranking
1. Idaho
1. Idaho
2. South Carolina
2. Oregon
3. Oregon
3. Arizona
4. South Dakota
4. South Carolina
5. Arizona
5. Washington
Note: Just as in 2019, for 2020 the state of Vermont actually had the highest overall percentage of inbound moves. However, United Van Lines performed less than 250 moves into the state
COVID-19 Impacts 2020 Migration Patterns
One major difference between 2019 and 2020 is the onset of the COVID-19 pandemic. Many companies allow workers to “work from anywhere” in order to reduce the spread of the disease. As a result, some large metropolitan areas have lost population. Employees are choosing to move to suburban areas and smaller cities.
How did South Dakota Rise from #8 to #4 in 2020 Migration Patterns?
South Dakota rose in the 2020 migration patterns due in part to a few specific reasons:
Governor Kristi Noem
Governor Kristi Noem encourages workers and businesses to relocate to South Dakota through the state’s “South Dakota Means Business” campaign. Messages in the campaign include the state will “never be shut down or face mandates.” New residents that have chosen South Dakota are leaving states that have been on lockdown for many months in response to the global pandemic. The Governor has been an effective leader and communicator, spreading the message of all that South Dakota offers to its residents.
Additionally, South Dakota has a favorable business climate. Business owners benefit because the state has less taxes.
South Dakota does not impose any of the following taxes:
Corporate income tax
Personal income tax
Personal property tax
Business inventory tax
Inheritance or estate taxes
Affordable Cost of Living
Overall, the cost of living in South Dakota is less than the US average. Looking at Sioux Falls, the state’s largest city with an estimated population of nearly 180,000 residents, the cost of living compares favorably across many categories:
Cost of Living
Sioux Falls
South Dakota
USA
Overall
88.6
88.3
100
Groceries
100.1
97
100
Health
91.6
101.5
100
Housing
81.4
83.8
100
Utilities
96.4
93.6
100
Transporation
74.8
71.2
100
100 = US National Average Source: Sperling’s BestPlaces.net
What Do 2020 Migration Patterns in the United States Mean for Employers?
For employers in the top 5 states, an influx of new residents and business may lead to business expansion and greater economic performance. As a result, demand for new employees may rise as local markets respond to increasing business activity.
What Should Employers do?
Employers should review their corporate initiatives and future growth plans. Requirements for job openings should be reviewed to ensure they attract the most qualified applicants. They should also determine if future growth will increase the need for new employees or facilities.
Conclusion
GMS’ team of corporate relocation experts has helped thousands of our clients develop highly effective relocation programs to attract and retain qualified employees. Our team can help your company leverage 2020 migration patterns in the United States for talent acquisition and management.
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 sets the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.
Contact our experts now to discuss your company’s interest in leveraging 2020 migration patterns, or call us 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.
Millennial generation father working from home with small children while in quarantine isolation during the Covid-19 health crisis. Little boy is two, little girl is four. Father has tattoos and a beard. Horizontal indoors waist up shot with copy space.
Many parents entering the school year may now be working from home with kids. Several school districts throughout the nation are using online classes during the COVID-19 pandemic. The ease of logging in to a classroom and listening to a teacher may sound appealing. However, for some parents there are new challenges to address that they did not have while working in an office or facility. Beyond managing their own time, now they must manage time for the kids. Also, many homes may not have been set up to create an ideal at-home learning environment.
GMS Experts Share Their Tips and Ideas for Working from Home with Kids
Similar to many of our clients and network partners, GMS has several employees who are parents and are currently working from home with kids. Many of these employees have had to learn how to manage the “new normal” of supervising their kids all day while also managing a full workload. We asked them if they would be willing to share their experiences. In this way, several of their best practice tips and ideas might help our clients, network partners, and their employees who are also working from home with kids.
Ryan: We’ve got 2 girls in Kindergarten and 4th grade who have been learning in a virtual environment since the 2020 Spring Break began. Fortunately, both my wife and I are able to work remotely from our home offices on both floors of our house. We have the kids separated in their own working areas, one on each floor. As a result, this allows us to keep an ear out while they work with their classes on Microsoft Teams in the event of a technical issue, or if one of our girls needs some “redirection” to focus on the task at hand.
Zooming Along
Sam: We have two middle school girls who are on zoom calls most of the day. They have desks set up in their rooms with all the supplies they need. The downside to this though is that it can be very dangerous since I have caught both of them napping this week during a morning class.
Wesley: We have 4 kids (12, 9, 6, and 4). Currently they are doing distance learning where they have zoom chats with their teachers and classmates. Our youngest is at home with us working on Pre-K workbooks while the other kids are meeting with their teachers. Some kids are handling the added stress of distance learning better than others, but we all do the best we can.
Danielle: We have three children. Two in Middle School and one in High School. All three have online schooling three days a week, and in person schooling twice a week. The children log into a different zoom meeting for each class.
2. How you are juggling work time with supervision and/or teaching the kids’ time?
Ryan: To help keep the girls in the groove, we’ve come up with a pretty nifty schedule for them, with plenty of “brain breaks” throughout the day. These include times for them to step away from the computer, play in the back yard with our dogs, read a new book, FaceTime their friends, and maybe even unload the dishwasher every now and then (I’m still waiting for that to happen on its own). We’ve found that by segmenting their day in to dedicated times for learning and for having fun, they’re able to finish their “school day” on time.
Lunch with the Kids
Throughout the day, my wife and I pop out of our respective offices every hour or so, or between meetings, to check in with them and make sure they’re staying on target and on schedule. Rather than working through lunch, as I’m apt to do, I’ve been stopping to eat lunch with the kids daily, which gives me to opportunity to spend some time with them in the middle of the day, talk about what they’re working on, and help them to plan out their afternoon. Connecting with the girls over lunchtime makes working from home with kids a fun experience.
To-do Lists
Sam: This can be challenging. I check in with both girls in the morning, at lunchtime, and then in the evening to help review their emails and To-do’s together. This helps us ensure that they are meeting deadlines and prepared for any upcoming tests.
Wesley: My spouse owns a business doing professional wedding photography, unfortunately with COVID-19 her business has slowed dramatically as weddings were canceled/moved. She has stepped into an additional role as teacher with this change. I wish we had a nickel for each time the kids have heard “Stay quiet dad is on a call!”…we might have enough to retire.
If Necessary, Contact the Teacher
Danielle: I check in with the children at lunch and after school to ensure they understand their assignments and responsibilities. Any time there is a question that we can’t assist with the kids e-mail their teacher and cc me on the communication. We are lucky that our children are old enough that they don’t require constant supervision during the day.
3. What have you purchased or modified to help working from home with kids be as good as possible?
Ryan: A useful set of gadgets we’ve purchased that have helped in keeping the girls on task has been a handful of Amazon Echo Dots (which I lovingly call “wiretaps”). Small and unobtrusive, we’re able to set timers and reminders throughout the day for the kids. When my wife and I are both on conference calls, our Echoes can remind the kids to log in to their next meeting, or notify them that it’s time to take a brain break.
Tutoring Options
Sam: I have one daughter who has ADHD and has trouble focusing and another who has high anxiety about her advanced classes – two extreme different cases. I called the girls’ middle school and asked if there were any teachers who were interested in a tutoring gig. One of the teachers happily accepted the job and comes to our house a few days a week. Honestly, she’s the best therapy around since she is able to calm the situation, provide the advice from a teacher’s perspective and help with the math skills that my husband and I have forgotten how to do. I constantly tell her that she’s better than a fine glass of wine!
Retail Strategy Pays Dividends for Working from Home with Kids
Wesley: We watched IKEA’s online stock like a hawk and when kid’s desks went on sale we ran to the store and bought one for each of them (under $50 for each!). Having their own little workspace has helped them get in the mood for school. Having over the ear headphones so they can tune out some of the ambient noise and focus on their lessons has also been very helpful.
Danielle: We are fortunate that each child already had a dedicated work space. We have placed limits on their I-Phone access during the school day. The only apps left on are school-related.
4. Can you provide any recommendations based on your experience that might help others in your situation?
Ryan: Set up a dedicated area for your children to do their work, preferably away from a family living area or where they spend the majority of their free time. We wanted our kids to have the ability to finish their school day and “walk out” of their physical learning area. Being able to close a real office door and walk into a space dedicated for family time has been an extremely successful element in my personal work/life balance so far in 2020. Allowing our kids to have a similar set up allows them to check out mentally for the day and go back to “just being kids.”
There’s Always Tomorrow!
Sam: When feeling overwhelmed, reach out to teachers, counselors and other parents for support. Everyone is in the same boat working from home with kids, and have all had frustrating days that don’t go very well. Take deep breaths and remember that tomorrow is a new day.
We are all in this Together
Wesley: I think remembering that this is hard for everyone is important. It can feel isolating when we are all struggling with our individual challenges. I think we need to extend grace to our teachers who are struggling as much or more than we are. I also think we need to give ourselves some grace too as we are all trying to deal with an unprecedented challenge.
Danielle: Plan each home school day as if your child was actually going to school. Have your children get fully dressed, make their beds, and pack a lunch.
5. Do you have any specific tips for managing the work hours versus school hours intersection?
Ryan: My advice is to set up a routine and stick to it. It may not look or feel glamourous, but a schedule is one of the few things you have complete control over during the madness of 2020. By generating a predictable, repeatable routine, you’re able to settle in and relax because you know exactly what you’re going to be doing next.
Sam Hoey’s dog, Macy, dressed as a UPS delivery driver for Halloween
Walk the Dog for a Quick Break
Sam: When stress levels are high, I send the girls on a bike ride or outside to walk the dog. Taking a quick break and getting some fresh air and exercise works wonders. Also, a quick run to the Starbucks or Dunkin Donuts drive thru is another winner!
Alexa to the Rescue
Wesley: We have an Amazon Alexa upstairs and downstairs. The kids have learned to get in the habit of setting timers for themselves. For example, we might tell them for the next 45 minutes they need to focus and get their homework done. Helping them schedule dedicated time to specific tasks has been instrumental in all of us keeping our sanity.
Healthy and Nutritious Snack Options
Danielle: We write out afterschool chores and snack options on a white board at the beginning of each week to help manage their down time. We do not ask the kids to start homework until their father gets home from work, typically between 5:30-6:00. That way they have some down time before evening activities begin.
What Should Employers do to Help Employees Working from Home with Kids?
Employers should encourage employees who are parents working from home with kids to develop optimal solutions to issues such as time management and productivity. Talent Management programs should take into account how remote workplaces might affect employee performance. Helpful resources should also be made available for employees.
Conclusion
GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips for parents who are working from home with kids. Remote work environments should be conducive to the employee’s health, welfare, and productivity.
GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.
Contact our experts online to discuss how your company can share tips for parents who are working from home with kids, or give us a call at 800.617.1904 or 480.922.0700 today.
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Realtor shows a couple a home. The realtor shows them the home's large living and kitchen area. The couple is expecting their first child.
Many of Global Mobility Solutions’ clients want to help transferees know what to expect when a Realtor® asks relocating employees questions about their real estate needs. Many transferees are relocating to a new location and will then search for a new home to purchase. Transferees often move to a location they know very little about. Most relocating employees and their families have a number of questions about the new location as well as all aspects of the home purchasing process.
Many companies may not understand why it is in their best interest to encourage transferees to buy instead of rent. They also may not know how to leverage programs such as Buyer Value Option to save money and help their relocating employees focus on their new position. Relocation Management Companies (RMCs) can provide a number of helpful resources for transferees and their families. These resources may include career support for spouses and partners. 65% of Corporate Relocation Survey respondents indicate that spouse and partner employment frequently or nearly always directly affects an employee’s relocation. By providing helpful resources for spouses and partners, RMCs help promote successful relocations.
Top 5 Questions a Realtor® Asks Relocating Employees
Question #1: What is Most Important in Your Home Decision?
Erik notes that real estate buyers often have various goals with respect to their home decision. Many buyers want to invest well, as real estate is often the largest investment someone will make in their lifetime. Other buyers may be thinking of their family needs, both now and into the future. It is important for growing families to have a home large enough to fit their needs. Some buyers want to purchase a home that is near to things they like, such as neighborhood parks, commuter rail lines, or water features such as rivers, lakes, and oceanfront.
This question helps a Realtor®understand the primary objectives of the buyer. Answers to Question #1 provide a Realtor® with valuable information as to what the buyer’s primary objectives are for their new home. As a result, a Realtor® can more easily identify specific homes that meet the buyer’s goals, needs, and objectives. When a Realtor® asks relocating employees what is most important in their home decision, the answers provide a framework to help guide the home buying process.
Question #2: What are the Logistics of Your Home Purchase?
Once the Realtor® asks relocating employees the primary objectives for their home decision, it is time to hone in on the basics. Erik states that a Realtor® needs to understand the home buyer’s basic wants and needs with respect to the dwelling. Answers to this question helps a Realtor® determine the homes that qualify according to the buyer’s specifications. As a result, the Realtor® will have a good understanding of what the home buyer would like to see.
Distance to Work (Walking Distance, Train Ride, 20 Minute Drive)
Question #3: What do You Like to do Inside the Home and Outside the Home?
When a Realtor® asks relocating employees what they like to do inside the home and outside the home, answers provide clarity for types of neighborhoods and areas. Erik strongly believes that understanding a home buyer’s lifestyle is critically important to help a Realtor® locate areas and neighborhoods that will provide the best fit for the buyer. A few examples:
Home buyer likes to hike; Realtor® helps find a home near trails, parks, and mountains.
Nightlife is important to the home buyer, since they play guitar in a band; Realtor® helps find a home near music venues and entertainment spots.
Spouse is an artist and maintains an in-home studio; Realtor® helps find a home that offers a lot of natural light and room for the spouse to set up their art studio.
Question #4: What is Your Timing?
Buying a home is a major decision for most home buyers. Erik knows that relocating employees often have a specific timeline to meet their employer’s start date expectation. As a result, working within and understanding these timelines helps a Realtor® provide relocating employees with the best service.
Question #5: What is Most Important in Your Home Buying Experience?
A Realtor® asks relocating employees what is most important in their home buying experience so they can tailor it to meet the home buyer’s expectations. Erik is keenly aware that relocating employees may be experiencing times of exhilaration as well as times of stress. With so many moving parts in the relocation process, effective planning and superior organization are key Realtor® strengths. Answers to this question often show that home buyers want a great home as well as the following:
Erik notes that home buyers are looking for a true professional to take care of them. Thankfully, this is where a Realtor® comes in. They have the knowledge, experience, and credentials that prove their expertise in the home buying process and the real estate market.
What should employers do about the Questions a Realtor® asks relocating employees?
Employers with transferees who are moving to a new location should share the questions a Realtor® asks relocating employees. This will help transferees and their family members prepare to respond with information. As a result, this information will help the Realtor® assist them with their new home purchase.
Employers should also provide as much information about the new location as possible. They should work with a qualified and experienced Relocation Management Company (RMC) that can provide a wealth of valuable resources to assist relocating employees and their family members. Destination spotlights that highlight many aspects of a location are helpful resources to share with transferees during their pre-decision process. Video destination spotlights are a great resource to visually show employees and their family members their new location.
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 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 approach to sharing the questions a Realtor® asks relocating employees, or give us a call at 800.617.1904 or 480.922.0700 today.
The population of Maricopa County is currently estimated in 2018 to be 4,410,824 residents. After rising to become the fastest growing county in the US in 2017, the county added another 81,244 residents during the next year, for a growth rate of 1.9%.
These 81,244 new residents of Maricopa County represent:
21,644 growth in births over deaths
49,423 growth in US migration
9,902 growth in international migration
275 growth in other categories
Putting Maricopa County Growth into Perspective
To put things into perspective, Maricopa County’s population growth in one year is larger than the entire current population (72,710 residents) of the city of New Britain, Connecticut. New Britain has seen swings in population from growth to loss over the past several years. Starting in 1980 when the city noted a loss of 9,601 residents from 1970, the next decades saw minimal years of population growth and several years of population loss. New Britain’s economy has focused on hardware manufacturing, and the city is the corporate home of Stanley Black & Decker. The city is also home to Central Connecticut State University, Charter Oak College, Creed Monarch, Guida’s Dairy, and Polamer Precision.
There are many reasons why Maricopa County continues to grow. The former mayor of Phoenix, Greg Stanton, noted that the city and region has worked to build a sustainable economy focused on areas such as education and export promotion. Also, population has increased as Phoenix has made investments in infrastructure and transportation.
District 1: Ahwatukee, Chandler, Gilbert, Mesa, Queen Creek, Tempe
Development of two key parks to provide multi-use recreational areas. The two parks are currently flood control basins that will be transformed to be functional during storms, and useful to the community year-round with the addition of baseball fields, playgrounds, and tennis courts.
District 2: Apache Junction, Carefree, Cave Creek, Fort McDowell Yavapai Nation, Fountain Hills, Gilbert, Mesa, Paradise Valley, Phoenix, Scottsdale, Salt River Pima-Maricopa Indian Community Scottsdale
Development of a new East Valley animal shelter to increase the quality of care the County provides to rescue animals, reduce the length of stays, and improve the customer adoption experience.
District 3: Anthem, Desert Hills, New River, Paradise Valley, Phoenix
Expanding access to health care, with HonorHealth opening a sixth hospital in North Phoenix, just south of Anthem. The hospital will provide more than 40 beds and a 24-hour emergency room.
District 4: Avondale, Buckeye, El Mirage, Glendale, Goodyear, Litchfield Park, Peoria, Sun City, Sun City West, Surprise, Wickenburg, Youngtown
Creating a pilot program at Luke Air Force Base for a Military Veteran Success Center – West Valley. The Center will provide case management, education and career information, job placement services, and other helpful resources for transitioning military, veterans, and their spouses.
District 5: Avondale, Buckeye, Gila Bend, the Gila River Indian Community, Glendale, Goodyear, Guadalupe, Phoenix, Tolleson, and many smaller communities
Approval for a 950-acre site for the newest utility-scale solar electric generating station in Maricopa County. The Sun Streams Solar 150-megawatt facility will include large-scale battery technology for energy storage, and is the most recent in a long list of solar generating facilities in west-central Maricopa County. This facility reinforces Maricopa County as an economic and technological leader for solar energy development.
What Does This Mean for Maricopa County Employers and Job Seekers?
Employers in Maricopa County may benefit from an influx of job seekers moving to the region. Employers may be able to use Pre-Hire Assessments to identify qualified candidates.
What Should Employers and Job Seekers in Maricopa County do?
Employers in Maricopa County should examine their corporate initiatives to ensure they can leverage the county’s population growth. They should work with a qualified Relocation Management Company (RMC) that can provide a full range of pre-decision services.
Job seekers looking for opportunities should consider cities that rank high as a best place to find a job, such as Scottsdale. Other cities in Maricopa County also rank high as good places to find a job, including Gilbert, Chandler, and Tempe.
Conclusion
GMS’ team of global relocation experts has helped thousands of our clients understand how to fill positions in their local markets, including Maricopa County. Our team can help your company understand how to use pre-hire assessments to identify qualified candidates. Also, we can help your company design a relocation program following industry best practices that results in higher relocation success rates and greater transferee satisfaction.
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 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 to find qualified candidates for positions in Maricopa County, or give us a call at 800.617.1904 or 480.922.0700 today.
