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Dispersing Top Talent: 8 Insider Tips for Hiccup-Free Employee Transfers

Dispersing Top Talent: 8 Insider Tips for Hiccup-Free Employee Transfers

The employee relocation industry is massive, valued at $25 billion, with the average company spending approximately $16 billion each year to relocate staff. However, as employers make transfers, hiccups are bound to take place. Typical relocation qualms involve:

  • Increased cost of living
  • Employee unsatisfied in the relocation area
  • Adapting to new tax laws and requirements
  • Unsettled family members
  • Unclear expectations
  • Lock of local support

Knowing the possible complications can help you mitigate problems proactively. Implement these eight insider tips to smooth-out employee transfer processes.

#1 Offer a comprehensive relocation package

Offering comprehensive and attractive relocation packages increases the chances of a transfer being successful. Employers have various resources available to aid employee transfers, the most common types being:

  • Lump sump package
  • Tiered packages
  • Managed budget package
  • Fully-covered relocation package

Employers should also include the following to aid employees smooth transition:

  • Shipping/moving costs
  • Travel expenses
  • Short-term housing.

Covering essential moving service costs is critical when building a relocation package. Doing so relieves stress from the employee, allowing them to sleep soundly knowing their belongings are in good hands. Employers should research reputable moving services, including vehicle shipping companies like Guardian Auto Transport, to facilitate the move and ensure safe travels.

Employers should also consider including non-essential services like spousal support and lease break costs, allowing staff to transfer quickly and stress-free.

#2 Make your employee transfer policies clear

It’s vital for both the employer and employee to be in-the-know during all phases of relocation. Companies should be transparent about funding, coverage, and any salary changes, and employees should ask for notices in writing to cover their tails legally.

#3 Consider differences in the cost of living

Oftentimes, employee relocations come with a shift in the cost of living. For example, if a staff member moves from Wichita, Kansas to New York City, housing and service prices will increase, which means their wages will need to account for this change.

#4 Move adaptable employees

Some employees will be more willing than others to adapt to new locations. Ideally, you should relocate staff who have transferable skills to fit the intended role. However, if none of your current prospects fulfill the requirements, choose an adaptable and trainable employee to ensure a smooth transition.

#5 Give employees clear information and access to resources

The more resources you can offer a relocating employee, the better. By giving them insight into the local area—including local schools, transportation, and real estate prices/options— you’ll help them settle more quickly in the area.

#6  Support relocating employees settling Into their new community

Although it may take a while for relocated staff members to settle into their new home and position, you can ease stress and discomfort by including helpful resources in their package, like:

  • Coaching and counseling services
  • Access to rental assistance programs.
  • Tax and legal counseling

#7  Offer the employee mentorship

Over half of new hires appreciate having a buddy or mentor on the first week of a new job. Notify the remote team and ask them to dedicate an employee who can help ease new-hire stress and offer a source of comfort.

#8  Stick to a moving timeline

You should always give employees ample notice to prepare for relocation. If the transfer requires a move to a new country, you’ll want to provide extra time and resources to aid staff through tricky situations. That way, the employee can learn about the unique culture while preparing for a global trek.

The bottom line

Relocating an employee is a project with numerous moving parts. Between selecting the perfect candidate and compiling a helpful relocation package, you’ll want to make sure all your ducks are in a row before sending unprepared staff into the unknown to ensure a seamless transition.


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by Lottie Pritchard // Lottie Pritchard is a contributor to Businessing Magazine.

Opinions expressed by contributors are their own.