Tag: Working Age Population

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Talent Management Talent Mobility United States Economy

Working from Home with Kids: Helpful Tips and Ideas

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

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

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

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

GMS Experts: Working from Home with Kids

Ryan Burger, Proposal Manager

Sam Hoey, Senior Vice President, Business Development

Wesley Hurst, Director, Financial Services

Danielle Sanzobrino, Senior Vice President, Account Management

1. What is your current situation?

Listening in to Provide Guidance if Needed

working from home with kids

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

Zooming Along

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

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

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

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

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

Lunch with the Kids

working from home with kids

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

To-do Lists

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

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

If Necessary, Contact the Teacher

working from home with kids

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

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

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

Tutoring Options

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

Retail Strategy Pays Dividends for Working from Home with Kids

working from home with kids

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

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

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

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

There’s Always Tomorrow!

Sun shining in the sky

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

We are all in this Together

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

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

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

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

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

Walk the Dog for a Quick Break

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

Alexa to the Rescue

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

Healthy and Nutritious Snack Options

Green, Yellow, and Red Apples

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

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

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

Conclusion

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

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

Contact our experts online to discuss how your company can share tips for parents who are working from home with kids, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Challenges Global Relocation Tips Global Relocation Trends United States Economy

Beating Isolation: Tips for Employees Who are Temporarily Working From Home

Carefree funny young man having fun dancing alone in modern kitchen interior, active happy funky single guy enjoying silly movements dance standing at home listening music celebrating freedom concept

For millions of employees who are temporarily working from home, beating isolation may be a huge challenge. With the COVID-19 pandemic resulting in many “stay at home” orders, many employees are feeling the effects of spending a lot of time alone. Day-to-day interactions with their workplace peers has now given way to limited conversations through electronic devices.

Many employees live far from their workplace friends. As a result, it is not easy to get together for lunch or coffee breaks while practicing good social distancing. Isolation may have negative impacts on employees’ level of engagement and productivity. If you are working from home, what can you do to promote positive feelings and increase your feelings of connection to your company and coworkers?

GMS Employees Share Their Tips for Beating Isolation

Just like many of our clients and network partners, GMS has several employees who are temporarily working from home. For some of these employees, this is their first time ever working from a home office location. A few of these employees have been having great success in getting over the feelings of isolation in their temporary work from home environment. We asked these employees to share their successes in beating isolation.

GMS Employees Beating Isolation While Temporarily Working from Home

Erika Escalante, Business Development Manager

Spring Brittlebush blossoms carpet the desert below The Supertition Mountains in the Tonto National Forest near Phoenix Arizona great to hike while beating isolation
The Superstition Mountains in the Tonto National Forest

“This is the first time I have had the opportunity to work from home so I have definitely been trying to keep busy. I have been going on morning jogs as I feel it allows me to start my day with a bit more energy. A few other non-screen activities are also fun, including working on puzzles and reading books. I enjoy virtual game nights with my friends.

We try to do one hike per weekend (while practicing good social distancing), and so far we have visited the Phoenix Mountain Preserve, Bartlett Lake, Tonto National Forest, and a few other places. I think the key for me in beating isolation is to keep busy and stay connected with my family and friends.”

Ann Knapp, Director, Transportation Services

“This has been quite a serious and quick change for all of us and it took me a bit to get into a groove since I’ve never worked full time from home before. I’ve tried to approach ‘quarantine’ with honesty, realism and humor (this is how I handle most things in life). For me, it’s been key to make sure that I’m consistently doing some basic things to start my day: get up, watch the Golic and Wingo show on ESPN while I eat my breakfast, and shower. Right before logging on each morning, I pick out some music (because the silence of my house is deafening) and then I get to work. For lunch, I do what I didn’t do at the office – I walk away. Sometimes it is for 10 minutes, sometimes it’s for the whole lunch break, just depends on the day, but I have found it to be valuable to help me get through the rest of the day.

Summer in Scottsdale

Woman walking in hot sun with water bottleIt’s been getting pretty warm here in the desert, so my short walks have all but been eliminated. Now I’m walking in place and have ‘one person dance parties’ – it seems a bit ridiculous, but it at least gets the blood flowing. Also, when I’m done for the day, I’m done. I try to log off pretty near to my ‘normal’ time, but when I finally do, the laptop is shut and I walk away from it for the night. I’m making more phone calls and video calls in order to have ‘more’ interaction with people, since that is what I’m missing most from my daily routine and it’s great for beating isolation.

I’ve also allowed myself to acknowledge that it’s okay to not always be okay with what’s going on in the world. I’m a ‘brave face’ ‘think positively’ person, but I’ve had to allow myself to acknowledge those occasions where I feel overwhelmed because I need to address those feelings – it doesn’t do me any good to bottle them up. There have been times when I’m scared about what’s going to happen in the future and times when the loneliness becomes very real – and those 5 or 10 minutes that I spend working through those feelings help me to reset and move forward.  Additionally, hobbies have been taking up a bit of my ‘downtime’ whether it’s reading or knitting or picking up something new, they help to keep my mind active after work and on the weekends. We are in this together, we will get through this together.”

Laurent Lanée, Senior Global Assignment Manager

“This is not my first time working from home so it has not been a huge challenge for me to adjust. Beating isolation is something I know how to do well. I am also very lucky that even with my wife working from home and my daughter being home schooled at this time, we all have plenty of space not to interfere with each other. So overall it has been a pretty smooth transition for me, going back to a setup that I’m familiar with.

Communicate, Communicate, Communicate

Communication is key when being remote. I have not been shy picking up the phone to call my co-workers to discuss something. I feel that the increased phone communication has allowed me to get to know my co-workers in a different way than face to face in the office. Being home definitely allows for more freedom of movement and communication.

My role as a Global Assignment Manager is always very independent as I manage my cases, assignees, clients and service providers mostly via email and phone calls so my way of doing business has not really changed, while being home based. I also feel that our team has actually grown closer as we are ‘meeting’ more regularly in a more casual setting, to discuss our work days and the current global situation.

Fun Activities

Some of the things I have been doing on my side for beating isolation and to keep busy (not that it has ever been a problem for me) are:

  • Practicing my cocktail making skills
  • Teaching my daughter how to swim
  • Assisting my daughter with her kindergarten home schooling (seems it takes an IT specialist skills to navigate all the apps that are needed for that to happen!)
  • Set up a new swing set in our backyard for my daughterHerb Garden growing is great for beating isolation
  • Going for walks and bicycle rides with my daughter in our neighborhood (trying to teach her how to ride her bike)
  • Attempting to grow an herb garden (not that easy in 100 degree weather!)
  • Cleaning up the garage (not that fun!)
  • Communicating with friends and family via Facetime
  • Working on the French/English translation of my grandmother’s journal (or her daily life in Normandy during the first half of 20th century including World Wars I & II)
  • Reconstructing our family genealogy
  • Working on pictures for our gallery wall in our new home entryway
  • Submitting images from my 250,000 images library to online photo competitions and stock images websites
  • Having weekly neighborhood happy hours with my wife in our driveway… and waving to neighbors!
  • Attending free online photography and art courses via MoMA, Adobe and Canon USA
  • Taking free virtual tours of exhibits and museums around the world
  • Planning our family’s next vacation since the last one got canceled due to Covid-19”

Kelly Rabbitts, Vice President, Global Account Management

Lemonade“I moved recently, so I have been unpacking, remodeling, and painting my new home. I have also been making lemonade with fresh lemons from my lemon tree.

Regularly participating in virtual happy hours with friends and family members helps with beating isolation through video chats and gatherings. I have also been pursuing my writing.”

What Should Employers do to Help Employees with Beating Isolation?

Employers should encourage employees to find ways to connect with co-workers, friends, and family members during their time working at home. Many states have various regulations and orders to “stay at home” so tips on beating isolation will be important for employees to learn and put into practice. Talent Management programs should take into account how workplace changes and dynamics can affect employee performance. Helpful resources should be made available for employees, and employers should encourage creative and fun ways for beating isolation.

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 on beating isolation so employees feel engaged, productive, and a member of the team. Companies should take a proactive approach to helping employees who are temporarily working from home and who may be feeling negative effects of isolation.

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 on beating isolation for employees who are temporarily working from home, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Employee Development Job Market Job Seekers Labor Force Talent Management United States Economy

Inclusive Employment: Necessary for Talent Acquisition and Future Corporate Growth

Handicap businessman discussing while sitting with colleague in creative office

Employers in the US should review their talent acquisition programs to ensure they focus on inclusive employment. With the signing of the United States-Mexico-Canada Agreement (USMCA), the US economy is poised for higher growth and an expansion of jobs.

Tight Labor Market Issues Make Case for Inclusive Employment

Currently, the US economy appears to be close to full employment. However, there are millions of working age adults who are not participating in the workforce. Over 90 million Americans are of working age but not working. While some of these adults are in retirement, large numbers may not be working due to other factors, such as:

  • Enrollment in school
  • Participating in job training programs
  • Providing home care for children or relatives
  • Unable to work due to disability or illness

According to Pew Research, additional factors influencing participation in the labor market include:

  • Lower numbers of teens participating in the workforce
  • Higher numbers of workers age 55 and older working and looking for jobs
  • Significant numbers of Americans are self-employed

US Economic Performance Requires Inclusive Employment

US economic performance is healthy with a forecast for continuing steady growth. Recent forecasts may not have taken into account the signing of the USMCA. This trade agreement may add significantly to the US economy’s future growth over the next several years. The United States International Trade Commission report, “U.S.-Mexico-Canada Trade Agreement: Likely Impact on the U.S. Economy and on Specific Industry Sectors” indicates the following:

  • S. real Gross Domestic Product (GDP) will rise by $62.2 billion (0.35 %)
  • S. employment will rise by 176,000 jobs (0.12 %)
  • Positive impact on U.S. trade with USMCA partners and rest of the world
  • Increases in wages, exports, employment, and output
  • Several industry sectors including manufacturing and services will benefit

What is Inclusive Employment?

Inclusive employment is often thought of with respect to individuals with disabilities. However, as noted by Johnny C. Taylor, Jr., SHRM-SCP, President and CEO of SHRM, the Society for Human Resource Management, an expansive definition of inclusion would cover many other individuals who may not have actual physical disabilities. A company that takes an expansive view of its workforce may dramatically increase the size of its prospective talent pool.

Individuals with Disabilities

The Professional Fellows Program on Inclusive Disability Employment notes that Inclusive Employment “…refers to individuals with disabilities working alongside their peers without disabilities in the competitive labor market (with access to the same benefits and career opportunities).”

  • Inclusive employment for individuals with disabilities provides many benefits for them:
  • Placement in a high-quality employment environment that may allow career advancement
  • Opportunity to become financially independent
  • Societal inclusion from an early age leads to acceptance and respect
  • Expands their range of skills, friendships, and interactions with others to help promote independence

A joint study by the Illinois Department of Commerce and Economic Opportunity and DePaul University identifies several benefits of workers with disabilities, including:

  • Participants with disabilities from the retail and hospitality sectors stayed on the job longer
  • Across all sectors, participants with disabilities had fewer scheduled absences
  • Retail participants with disabilities had fewer days of unscheduled absences

The U.S. Department of Education’s Office of Special Education and Rehabilitative Services has developed several resources to assist employers in developing inclusive employment practices. A new video on recruiting, training and employing individuals with disabilities highlights the success of CVS Health and their inclusive employment initiative.

Veterans

According to HRTechnologist, “When it comes to fostering diversity & inclusion (D&I) in the workplace, campaigns for hiring veterans are an absolute must-have.” Veterans often have many skills that are highly valuable to companies. As a result, an inclusive onboarding process for veterans and transitioning service members is a valuable resource for talent acquisition programs. Additionally, many veterans may also have service-connected disabilities. Many of these individuals share the same traits as able-bodied veterans, including:

  • Job-ready skills
  • Tested leadership abilities
  • Mission-focused work ethic

The U.S. Department of Labor promotes the hiring of veterans and inclusive employment initiatives with their Veterans’ Employment & Training Service (VETS) program. VETS helps veterans and service members that are leaving active duty in several ways:

  • Providing assistance to employers to find qualified transitioning service members and veterans
  • Employer Toolkit designed to assist and educate employers in their recruitment and hiring initiatives
  • HIRE Vets Medallion Program recognizes employers
  • Providing employment policy and compliance information for veterans and service members
  • Resources for Registered Apprenticeship programs to ensure those eligible can receive GI Bill benefits

Formerly Incarcerated Individuals

Individuals transitioning from incarceration to communities face challenges in finding employment. According to Prison Policy Initiative, the unemployment rate for formerly incarcerated people is nearly five times higher than the unemployment rate for the general United States population.

However, research also shows that companies with inclusive employment that promotes hiring of these individuals may benefit in several ways:

  • Military enlistees with criminal records were promoted more quickly and to higher ranks than other enlistees
  • Call center employees with criminal records had longer tenure and were less likely to quit
  • “Ban the box” laws prevent employers from asking about criminal histories on initial job application forms and require they make hiring decisions based on merit and the relevance of prior convictions to particular jobs results in hired applicants with criminal records who exhibit a lower turnover rate than those with no records

Research shows that companies can make a significant amount of money through an employee’s longer tenure. Turnover among staff costs companies a significant amount of money, time, and resources. Ultimately, employers should choose the candidate that is best for the job whether they have a criminal record or not.

Employers and Managers Support Inclusive Employment of Formerly Incarcerated Individuals

A survey conducted by the Society for Human Resource Management (SHRM) and the Charles Koch Institute (CKI) to better understand how people in the business community viewed hiring those with criminal records found:

  • 74% of managers are willing or open to hiring individuals with a criminal record
  • 84% of HR professionals are willing or open to hiring individuals with a criminal record
  • Over 80% of all groups surveyed are willing and open to working with individuals with criminal records
  • Only a small minority were unwilling to make the hire or work alongside these individuals

Companies such as Greyston Bakery in Yonkers, New York, have seen significant success with “Open Hiring®” and focusing on training and apprenticeship programs. The company has employed thousands of formerly incarcerated individuals.

Facility Programs Provide Valuable Skills to Support Inclusive Employment

Many individuals learn valuable job skills during their incarceration. For example, Unicor is the current name of the Federal Prison Industries program that was established by President Franklin D. Roosevelt in 1934. Unicor prepares inmates with job training and practical work skills for their successful reentry to the workforce.

Unicor notes there are several incentives and benefits available to companies that hire former offenders:

What Should Employers do About Inclusive Employment?

Employers should understand the value of inclusive employment. They should also consider examining their current corporate structures and employment situations as they relate to diversity and inclusion. Employers should determine how inclusive employment initiatives in talent acquisition and management may increase their ability to reach corporate objectives.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through inclusive employment initiatives. As a result, our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees with a focus on inclusive employment.

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.

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 learn how inclusive employment can benefit your company’s recruiting, hiring, and relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility

Silver Tsunami: How Aging Workforce May Impact Relocation

Many companies in the United States are facing the effects of a silver tsunami in their workforce. In essence, this term refers to a company’s workforce increasing in age. As a result, older workers are becoming a larger and growing segment of employees. Companies often their leverage relocation program to meet corporate objectives. Therefore, they should examine the possible impact of a silver tsunami as it relates to their workforce.

How the Silver Tsunami may Impact Relocation

Transferees may utilize several elements of a company’s relocation program. Companies experiencing an increase in the age of their workforce could find many of their relocating employees need more or less benefits, depending on their specific circumstances. As the silver tsunami begins to change its workforce, companies should initiate a review of their relocation program to ensure it addresses those elements important to older workers. Many workers want to work after they retire from their main career.

There are three major areas that companies should consider as they review their relocation program:

1. Bridge Employment Opportunities Help Mitigate Silver Tsunami

“Bridge employment” refers to paid employment opportunities for older workers. These workers may be transitioning out of their current career, but are not yet leaving the labor force. As a result, bridge employment may help companies leverage the silver tsunami. Companies should consider designing relocation opportunities for older workers so they can share skills and knowledge in other locations as part of the company’s overall bridge employment strategy. The healthcare industry has seen success through leveraging relocation benefits to attract and retain talented and highly skilled employees.

Opportunities in bridge employment should nurture meaningful work so older workers feel their contributions are making a difference. Older workers report satisfaction in their job and meaning in their activities as the main reasons they remain in the workforce.

2. Flexible Work Arrangements

Companies that offer older workers some flexibility with their work schedules and setup are more successful with talent acquisition and employee retention. Companies examining the structure of work to respond to changes brought by the silver tsunami should be sure to insert flexibility. Many workers identify specific aspects of flexible work as integral to their most desired job, including:

  • Home-based work initiatives
  • Part-time positions
  • Scheduling flexibility
  • Travel opportunities

3. Constructive Relationships

Many employment opportunities provide workers with a chance to interact, support, and engage with their co-workers. Older workers identify constructive work relationships as their top preference for a good quality job.

Companies should examine their workplaces to ensure they meet the conditions necessary to foster constructive work relationships. These conditions include:

  • Creating manager and employee relationships that are strong and built on achieving goals
  • Defining clear and understandable roles and relationships
  • Designing the company’s structure for clear accountability and authority
  • Focusing on social skills to enhance interpersonal relationships
  • Offering work systems and procedures that are effective and productive
  • Setting employee expectations and accountability

What Should Employers do About the Silver Tsunami?

Employers should review hiring plans and work structures to leverage the positive effects of the silver tsunami on their workforce. They should also benchmark their relocation policy to ensure it reflects industry-leading best practices. Companies should understand their industry’s competitive relocation landscape so they can design a policy that will attract highly skilled talent. Transferees that are willing to relocate for a bridge employment opportunity should have a range of relocation benefits. Also, these benefits should be designed to meet their expectations.

Industry Benchmarking Studies Help Employers Compare Their Relocation Program

GMS has recently published several Industry Benchmarking Studies to help employers learn whether their company’s 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 benefits provided for older workers in their relocation program will help them leverage the silver tsunami as it leads to workplace changes.

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 changing employee demands due to the silver tsunami.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to leverage changing workplace dynamics to meet corporate objectives. Our team can help your company design a relocation policy with industry-leading best practices. As a result, your company will attract and retain talented and highly skilled employees that are part of the silver tsunami.

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 how the silver tsunami may impact your company’s corporate objectives, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Visas and International Travel

United Nations Report Show How Aging Impacts Country Demographics

happy senior asian couple looking at mobile phone at home, happy and smiling

The United Nations Department of Economic and Social Affairs/Population Dynamics report on World Population Prospects shows how aging impacts country demographics. The 2019 revision is the 26th round of official UN population estimates. Many countries will experience a dramatic shift in the proportion of people aged 65 and older. As a result, this shift will impact each country’s economy, politics, budget, immigration, and a number of other areas.

Aging Impacts Country Demographics in Japan More Than Any Other Country

The country of Japan will remain the world’s oldest country by demographics for several decades. In fact, the population of Japan that is 65 years and older will rise to 38% by the year 2050. Another trend during this timeframe is a decline in Japan’s total population. The report indicates the country of Japan’s total population will decline by 20%. Japan’s National Institute of Population and Social Security Research confirms these trends.

These two trends in Japan will lead to significant changes throughout the nation. The country’s aging population will increase the demand for nursing, health care, and products and services unique to this demographic. The declining population will impact the nation’s economic output and hamper employers’ ability to find qualified workers for open positions. Areas that face significant changes include:

  • Medical Care
  • Long Term Care
  • Nursing Care
  • Pensions
  • Social Services

Working-Age Population in Japan Also Projected to Decline

Along with the increase in Japan’s population of people aged 65 and older comes another significant population shift. Japan projects its working-age population to decline from 60% of the population as of 2017 to just 51.4% of the population by 2065. As a result, a smaller share of Japan’s population will support a larger share of elderly residents.

Japan Working to Mitigate How Aging Impacts Country Demographics

Japan has been working to increase immigration into the country by introducing a new work permit and two new visa categories for qualified foreign workers. Currently, foreign residents make up approximately 1.5% of Japan’s total population. The country’s amended Immigration Act in 2019 is expected to increase the nation’s pool of qualified workers.

However, Japan does not currently have structures in place to support a significant influx of workers from other countries. The Immigration Services Agency is considering a new Japan Public Certification System to support a rising number of foreign workers. Through June 2019, a record number of foreign people were registered in Japan as residents. The newly arriving foreign people in Japan have been entering the country on visas for engineers and international services, highly skilled professionals, and technical trainees.

Global Relocation can Help Employers in Japan Recruit Foreign Workers

Employers in Japan should consider highlighting their relocation program’s benefits in their recruiting materials. In the same way that aging impacts country demographics, aging also impacts industries. The healthcare industry has been responding effectively to mitigate critical talent shortages in several ways, including:

  • Defining a Superior Brand That Clearly Identifies the Employer
  • Focusing on Cultural Fit During Recruitment
  • Delivering Exceptional Candidate Experiences
  • Leveraging Data to Increase Recruiting Effectiveness
  • Keeping Candidates Engaged with Quick Processes

Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation. Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Data gathered with Pre-Hire Assessment tools can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company mitigate the effect of how aging impacts country demographics. Our experts will use industry best practices to design your relocation program. As a result, this will increase your company’s ability to attract and retain new employees.

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.

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 learn more about how global relocation can be used to mitigate how aging impacts country demographics, or give us a call at 800.617.1904 or 480.922.0700 today.

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Choose Topeka Incentives Aim to Draw New Residents to Kansas

The Kansas state capitol building is located in downtown Topeka on land donated by the Atchison, Topeka and Santa Fe Railroad company. Construction began in 1866 and was officially completed 37 years later in 1903 at a total cost of just over 3.2 million dollars. The building is over 300 feet tall and is 17 feet taller than the U.S. Capitol building in Washington D.C.

Choose Topeka is a new incentive program that will draw new residents to Topeka and Shawnee County, Kansas. The program begins in 2020 with a public launch and full promotion. The incentives are performance based. As a result, new residents will become eligible after residing in the community for one year.

The program arose from a partnership between GO Topeka and local Topeka businesses. Over the past year, organizers have been working to develop the program and marketing materials to reach a wide audience. GO Topeka focuses on creating economic opportunities and growing the local business climate. The Joint Economic Development Organization has an agreement for services with GO Topeka. Both organizations are working together on the Choose Topeka incentive program.

What are the Eligibility Requirements for Choose Topeka?

The Choose Topeka incentive program is to help draw employees to work at local businesses. Therefore, the eligibility requirements center on meeting the needs of local employers and full-time positions:

  1. Participants must be eligible to work in the US
  2. Program requires participants to move to Topeka for a full-time position
  3. Employers must participate in the program for participants to receive matching funds
  4. Participants must purchase or rent a home in Shawnee County within a year of their hire and move to the area

What are the Benefits for Participants in Choose Topeka?

The benefits for participants in Choose Topeka are generous, and apply to both the participant as well as to the employer.

Participant Benefits

Up to $15,000 in funds in Year 1

  • Renting: $10,000
  • Home Purchase: $15,000

Source of funds: GO Topeka/Joint Economic Development Organization (JEDO) and Employer, match at 50%

Employer Benefits

  • Employer fully funds $10,000 up to $15,000 with employee transfer
  • After Year 1, GO Topeka/JEDO reimburse up to $5,000 ($10K) or $7,500 ($15K) to employer for employee retention

The Choose Topeka incentives are based on performance. Employees must move to the community and reside for at least one full year before becoming eligible. Only primary residences are eligible for the incentives. The incentives may be used for all expenses related to moving.

What is the Goal of Choose Topeka?

The goal of Choose Topeka is to draw up to 60 new residents and their families to the city. Employers will gain new workers with requisite skills. Also, several industries will receive economic benefits as the new residents move in and purchase locally.

GO Topeka estimates the total local economic impact of the Choose Topeka incentives to be:

  • Over $2.14 million/Year 1
  • Up to $11.38 million/By Year 5

What Should Employers do About Choose Topeka?

Companies in Topeka and the surrounding Shawnee County area that have growth initiatives may be able to leverage the Choose Topeka incentives in their talent acquisition and relocation programs. Companies should examine their plans for corporate expansion. They should also consider participating in the Choose Topeka incentive program to gain the matching funds provided by GO Topeka/JEDO.

Many other US locations offer similar moving incentives. As a result, companies should leverage GO Topeka’s 2020 marketing and promotional efforts for the Choose Topeka incentive program into their employee recruitment efforts.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients understand how to leverage moving incentives such as those in the new Choose Topeka program to attract and retain talent. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to hire and retain new employees.

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.

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 interest in learning how it can leverage the Choose Topeka moving incentives to attract and retain talent, or give us a call at 800.617.1904 or 480.922.0700 today.

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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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California AB5 Law and the Impact on the Relocation Industry

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The new California AB5 Law may impact the relocation industry in several ways. The law aims to change how employees are classified. This is seen as a way to address the rise of the gig (or “sharing”) working economy and its perceived negative effects.

What is the California AB5 Law?

The California AB5 Law took effect on January 1, 2020. This law makes all independent contractors in the state into statutory employees. The law covers all types of workers, including truckers, drivers, and writers. Ultimately, the law requires the following:

  • Extends employee classification status to gig workers.
  • Companies must use a three-pronged “ABC test” to prove workers are independent contractors, not employees.
  • AB5 is designed to regulate companies that hire gig workers in large numbers, such as Uber, Lyft, and DoorDash.

Consequences of California AB5 Law

Consequences of the law include companies like Vox Media announcing it will not renew the contracts of freelance writers for SB Nation, a sports-focused website. Some analysts believe the new law may impair the ability of workers to hold jobs. Some gig economy companies are pursing legal action to reduce the impact of the law on their operations. Other companies are departing the state due to the impact of the law; however, this may leave more opportunities for their competitors.

Assemblywowan Lorena Gonzalez, (D-San Diego), the architect of AB5, indicated that perhaps some freelancers have lost income, but she has stated “These were never good jobs…No one has ever suggested that, even freelancers.”

Employee Benefits Gained With California AB5 Law

Moving from the status of independent contractor to employee now lets these workers become eligible for a full range of benefits. In California, benefits employees become eligible for include:

  • California Paid Sick Leave
  • Unemployment Benefits
  • Pregnancy Disability Leave
  • Social Security Benefits
  • Overtime Pay
  • Worker’s Compensation Coverage
  • Minimum Wages
  • Family and Medical Leave Act Benefits (FMLA)
  • Holidays and Vacations
  • Final Wage Payment

How Might California AB5 Law Impact the Relocation Industry?

Household Goods Moving Companies

The new California AB5 Law might impact several aspects of the relocation process. One reason is due to some employers such as Household Goods (HHG) moving companies. These companies often utilize independent contractors and freelancers for their workforce as an accepted long-term industry practice.

Recently, a federal judge blocked California AB5 Law from applying to over 70,000 independent truckers. Without the block, this law might severely restrict the ability of HHG movers from operating in the state. The injunction was sought by the California Trucking Association on the grounds that the state ran afoul of federal law that governs interstate commerce. However, some HHG moving companies may still have concerns and confusion about the effects of the law and how best, or whether, they should comply.

Shared Ride Providers

Another reason is due to transferee acceptance of and preference for services provided by companies that epitomize the sharing economy. Examples of these companies are shared ride services such as Uber and Lyft. Transferees might contact a shared ride service company for a ride from the airport to a location during pre-assignment travel.

Companies such as Uber and others have filed a lawsuit against the state, asserting the new law is unconstitutional. Ultimately the suit notes that the law prevents independent contractors from benefiting from the flexibility offered by gig working arrangements.

What Should Employers do About the California AB5 Law?

Employers should review their relocation plans and timelines for any moves into and out of California. They should anticipate possible delays related to any household goods moving processes such as transportation, loading/unloading, and packing/unpacking services. They should also inform transferees about the new law, and how it might impact travel arrangements such as shared ride services.

Conclusion

Global Mobility Solutions’ team of domestic relocation experts have helped thousands of our clients with household goods moves and transferees into and out of the state of California. We can help your company understand how to plan for the impact of the California AB5 Law as it relates to your relocation program.

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.

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 how to respond to the impact of the California AB5 Law from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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Several Countries to Experience an Increase in Working Age Population

According to the Population Division of the United Nations Department of Economic and Social Affairs, several countries will experience an increase in working age population through 2050. In its report entitled “The World Population Prospects 2019: Highlights,” the Population Division identifies the following areas will experience working age population growth:

  • Most of sub-Saharan Africa
  • Some areas of Asia
  • Sections of Latin America
  • Parts of the Caribbean

One of the main driving forces behind this growth is actually a reduction in birth rates. Lower growth rates for the non-working age population results in a favorable age distribution for other demographic populations.

Demographic trends resulting in this growth should help create benefits for these economies. With a growing workforce, governments should invest in training programs and education. As a result, this will position these economies well for future success and continual economic progress.

Overall Population Growth

According to the Population Division, the greatest increases in overall population between 2019 and 2050 will take place in the following nine countries:

  1. Democratic Republic of the Congo
  2. Egypt
  3. Ethiopia
  4. India
  5. Indonesia
  6. Nigeria
  7. Pakistan
  8. United Republic of Tanzania
  9. United States

Nigeria is expected to have the highest increase during this timeframe. However, the report notes that India is projected to become the world’s most populous country by the year 2027, overtaking China.

Focus on Nigeria Working Age Population

Nigeria (officially the Federal Republic of Nigeria) is in West Africa, on the Gulf of Guinea. The nation has a large population, estimated at over 191 million residents. The nation’s population grew at a rate of over 60% from 1990 through 2008. The United Nations reports that Nigeria has been experiencing tremendous population growth. The country has one of the highest growth rates in the world, along with high growth in population aged 14 years or younger. The country’s median age is approximately 18 years old.

Nigeria’s working age population has been growing and is estimated at 115.5 million people through Q3 2018. However, the unemployment rate has been rising as well, with a calculated rate through Q3 2018 of 23.1%. The largest industries that drive Nigeria’s economy include:

  • Agriculture
  • Mining
  • Petroleum
  • Tourism

These industries also drive most of Nigeria’s exports, consisting of:

  • Chemicals
  • Cocoa
  • Palm Oil
  • Petroleum

Focus on India Working Age Population

India (officially the Republic of India) is in South Asia. While the country is the seventh largest by area, it is currently the second largest by population, behind China. India’s population is currently estimated at approximately 1.37 billion residents. The rate of India’s population growth, 15 million per year, is the largest in the world. The country’s median age is approximately 27 years old.

India’s working age population will grow to more than 1 billion by the year 2050. However, unemployment is rising as well. Labor force participation in India has been declining, with 50% of the working age population out of the workforce. The top sectors that drive India’s economy include:

  • Automobiles
  • Aviation
  • Fast Moving Consumer Goods (household and personal care items)
  • Oil and Gas
  • Steel and Cement

These same industries also drive most of India’s Top 10 exports:

  • Automobiles
  • Chemicals
  • Clothing
  • Cotton
  • Electrical Machinery and Equipment
  • Gems and Metals
  • Machinery and Computers
  • Oil, Mineral Fuels
  • Pharmaceuticals
  • Steel and Iron

What Does This Mean?

Several countries that have a growing working age population may offer opportunities for future economic growth. Companies not currently located in these countries should review their future plans. Employers may be able to leverage growing labor forces either locally or through global relocation. Also, companies may benefit from the increasing population within countries that might fit within their global expansion plans.

What Should Employers do if a Country has a Growing Working Age Population?

Review Expansion Plans

Companies currently in a country with a growing working age population should examine their plans for corporate expansion. They should also review their talent acquisition programs to ensure alignment with corporate objectives. Pre-decision services offer critical tools to help companies retain organization talent.

Leverage Relocation Benefits

Companies that are experiencing a talent shortage should consider looking at countries with a growing working age population. They can leverage relocation benefits to attract and retain international talent.

International PEO

Companies not currently in a country with a growing working age population but who want to enter it might consider the services of an International Professional Employer Organization (PEO). International PEOs help companies quickly grow and expand into new markets with an employer of record solution. The PEO will manage all aspects of the employment relationship in the EU, from onboarding to pension arrangements. Companies may be able to achieve significant savings compared to the cost of setting up their own foreign entity in these countries.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to grow their company’s international employment. Our team can also help your company understand how to work with an International PEO. Whether through global relocation or the services of an International PEO, our team can help your company leverage the growth of countries with a growing working age population.

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.

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 interest in learning how it can leverage opportunities in a country with a growing working age population, or give us a call at 800.617.1904 or 480.922.0700 today.

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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