Planning and Organizing Employee Relocation: Here’s How Smart Companies Do It


Planning and Organizing Employee Relocation: Here's How Smart Companies Do It

Employee relocation occurs when a business decides to move a new or existing employee to another location, usually overseas. Employees who choose to move are typically looking to benefit from staying in a new country, which includes promotions and a lower cost of living.

We recommend you hire a relocation specialist to either train your staff on how to correctly relocate employees or to plan and organize the entire process. A man and van company typically caters small house moves and office relocations. WhatManandVan is a place where you could find reliable moving companies when moving to the UK. Through their website, you may book a Man with a Van service in Manchester and anywhere in the UK without hassle. However, to ensure a smooth international transition for your employees, you should still consider these 6 relocation tips.

1. Create a Clear Relocation Policy

Misunderstandings happen quickly during a relocation strategy because there are so many pieces involved. At the same time, some of your employees may feel that your process isn’t fair, especially when it comes to money. A well-expressed policy should clear up any disagreements.

Employees need to know what’s paid for, what types of relocation services their company provides, and they need this information in writing. Never rely on verbal agreements.

2. Consider the Difference in Cost of Living

Most of your employees will jump at the chance to relocate if they’re able to save money. However, if you plan to place them in a Nordic country, like Norway or Denmark, they won’t be happy with the sudden rise in taxes, rent and food costs associated with this exchange.

Discuss budgetary constraints with your employees before sending them on their way. Corporate relocation services can help with more than just moving expenses; they can help with child care, living expenses, and loans. In some cases, a bump in salary won’t hurt either.

3. Form Valuable Relocation Partnerships

If you’re unfamiliar with how to properly relocate your employees, focus on cultivating partners that can ease the burden for both you and your employees. Choose services that help your employees pack their belongings, plan the best travel routes, and transfer their families.

Relocating to a different country can be exciting but also stressful. Employees may need coaches who can teach them a new language or provide mental health services.

4. Digitize Your Employees Workload

Each employee relocation is unique in its own way. Some transferees take their families, others move alone, but no matter the case, moving is complicated. It’s in your best interest to simplify this process for your employees by turning a frustrating situation into a manageable one.

Instead of packing a file folder full of papers in their carry-on, go digital by putting everything on the cloud or USB drives. Or, use an app that makes remote work a breeze. You could also include technology in their relocation package to help manage expenses or keep checklists.

5. Screen Employees Thoroughly

If you or your employee feel that their ability to transition will be compromised in some way, it’s better to look for another candidate. At a minimum, your employee needs to be able to adjust to the new culture, manage stress appropriately, and not have any chronic health issues.

Even something as simple as medication could block your employee from entering a foreign country, so be sure to screen every member of their family to lower the risk of them returning.

6. Set Up Check-In Days

Technology unwittingly makes the relocation process easier than it otherwise would be, but you can’t forget the human component of moving to a new country. Your employees will miss their friends, extended family members, and co-workers, even with their family present.

To avoid becoming too impersonal, set up regular check-in days, chats, or meetings for your employees to participate in. Not only will this make them feel less alone, but it provides employers with valuable insight into how the transferee’s relocation process is going.