In today’s globally connected workplace, the ability to successfully deploy talent across borders is a key competitive differentiator for the 21st century organization. Some of the most important macro trends today—including technology advancements, globalization of revenue and talent, and new demographics—are adding to the increasing demand for talent mobility, but are also creating additional pressures for HR and mobility teams to implement a world-class relocation experience.
Navigating a new country and culture can be exciting, and a great way to advance personally and professionally, but it can also be extremely stressful and time-consuming for both HR and the employees on assignment. It is costly for employers to move talent around the world and, if not managed well, can negatively affect employees’ productivity and engagement. That is why modern organizations need to have a plan in place to assist employees during every step of a relocation experience.
Whether you’re hiring a chemical engineer from Poland to work in the U.S. or transferring a software developer from Bangalore to London, there are many factors that HR must consider when preparing for and managing an employee’s move.
In the blog post “Five Tips to Improve Your Employees’ Relocation Experience,” MOVE Guides’ CEO Brynne Herbert identifies “the top five ways for global mobility and HR professionals to improve the relocation process”:
1. Empower your employees with information on their new city.
2. Coordinate local registration requirements before employees reach their new city.
3. Enable employees to use the same technologies at work that they use in their personal lives.
4. Provide continuous support and 24/7 access to resources to help employees get settled quickly.
5. Design move policies based on the employees’ individual needs, from lump sum to full talent mobility program management.
Please join @shrmnextchat at 3 p.m. ET on September 23 for #Nextchat with special guest Brynne Herbert (@BrynneSpeak), CEO of MOVE Guides. We’ll chat about how to set your employees up for success when it comes to global relocation, no matter where they’re going or for what kind of program.
Q1. What aspects of a global relocation assignment are typically the most difficult for employees?
Q2. What are some basic considerations that should be on every HR global relocation policy checklist?
Q3. What important financial considerations do global relocation assignments bring?
Q4. What information about the new location should HR provide to employees preparing to relocate for an international assignment?
Q5. What can HR do to ensure that employees are engaged and productive during their relocation experience?
Q6. What can HR do to assist an employee’s family with the global relocation assignment?
Q7. What extra steps can HR take to help ease the transition for an employee relocating for a global reassignment?
Q8. How is technology enabling a better employee experience with relocating for a global assignment?