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Retrofitting Relocation Policies |
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 The cost of an international relocation ranges between $1 and $2
million dollars.
These staggering costs include loss of employee
productivity, premature termination of assignments (30 percent) and
loss of employees within 3 years of repatriation (50 percent).
Employees have been passing up key positions and transfers-the same
positions that young executives used to jump at years ago-because
today, relocating is too complicated. And, many employees do not feel
comfortable discussing the reasons they turn down these opportunities
with their employers.
Changing Climate
Employees, especially those who have moved several times, are looking
for more comprehensive relocation policies. New hires have come to
expect relocation benefits that address one of the most significant
challenges-working spouses (male and female).
According to the recent PriceWaterhouseCoopers International
Assignments European Policy and Practice: Key Trends 1999/2000, “Issues
relating to partners’ adaptability and dual career management, although
most likely to be the cause of failed assignments, are rated least
highly by companies when selecting people to move abroad.”
PriceWaterhouseCoopers also stated: “Employers should be encouraged to
think about the career interests of partners during the recruitment
process, and possibly provide training and development in advance of
international assignments so that the partners can acquire e-business
competencies and careers which can be conducted virtually.”
Practical Help
The most desired, but often overlooked assistance, measures concern the
maddening everyday problems, i.e., expediting and organizing a move;
finding medical providers; learning about a new culture and locating
day care/elder care and appropriate schools. Assistance in these areas
will help employees more quickly settle their families and allow them
to concentrate on the reason for the transfer-effectively doing their
job.
Since many people dread having to resettle into a new community, making
appropriate assistance available can add incentives to relocate.
Providing solutions will:
- cultivate a positive corporate/employee relationship
- reduce relocation reluctance and moving related stress
- harvest a more productive and effective employee
- help to retain the employee, maximizing the company’s investment: technology, skills, time and money
- place the first-choice candidate in the vacant position
The Bottom Line
There is only one reason for the majority of corporate
transfers-increasing productivity and profit. However, corporations
need to understand how difficult it is to relocate to another part of
the country, or the world. New jobs and work environments are difficult
enough, but transplanting families (who most likely didn’t want to move
in the first place) to unknown communities with uncertain spouse
employment and new schools is even more difficult.
Once considered “soft” issues, family concerns are more and more being
viewed as "bottom line" issues. The impact of the high cost of
relocation failure and relocation reluctance has spurred many employers
to reevaluate and improve their relocation policies. Many companies
consider value-added relocation policies to be recruiting and retention
tools.
There are various ways that relocation can be improved, and it does not
have to be costly. Understanding the challenges, offering quality
programs and making practical publications available are highly
regarded efforts by relocating individuals. Just knowing that the
company cares and is making the effort will help to reduce costly
relocation failures, create a positive corporate/employee relationship,
promote loyalty and preserve the company’s investment.
If your company has not reviewed its relocation policies recently, take
the time to do so. Consider conducting an anonymous survey among
relocating employees in order to better understand how your policies
are really viewed. This effort alone can help employers and employees
to obtain a meeting of minds and improve relocation programs.
BR Anchor Publishing’s domestic and international books for adults
address the most critical issues that impede relocation success. To
read sample chapters and book reviews visit
www.branchor.com/publications.htm.
© Copyright 2001, BR Anchor Publishing
Reprinted from Relocation Today, Vol. 3, No. 4. 2001, by Beverly D.
Roman, publisher and published by BR Anchor Publishing, Wilmington, NC.
Beverly is the author of twenty relocation titles. Her electronic
newsletter, Relocation Today, mails to 50 countries. Contact her at
This e-mail address is being protected from spam bots, you need JavaScript enabled to view it
, or +1 910.256.9598.
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First Steps 
