Getting the relocation right

Getting the relocation right

Relocating staff is an expensive exercise. Thousands of dollars is spent on the process, so it’s vital that it works out for the company. Therefore, the long term placement of the transferee becomes critical.

However, there is more to think about than just having a happy transferee. If the transferee is bringing a partner and or children, the scope of the relocation becomes even more complicated. So too, does the cost of the relocation process and therefore a greater emphasize on ensuring the relocation works for everyone.

Have you ever heard of the saying “Happy Partner, Happy Life”. This especially applies when it comes to relocating staff and their families.

Bringing family members adds another element to the relocation process. There are now other stakeholders that need to be managed and these stakeholders can have a significant impact on the success of the relocation.

Therefore, the HR department needs to have a very strategic approach to managing the transferee and the relocation process.

Getting the relocation right – Questions HR should ask:

  1. Has the transferee and their partner undertaken a preliminary visit to their new country or state, prior to accepting the role?
  2. Should HR make attendance at their cultural training programs compulsory?
  3. What sort of spousal support programs are being offered?
  4. Is there anything they can do to take their spousal support programs to the next level to help the transferees partner/children settle in better?
  5. Is there a different reporting mechanism that can be established with HR and the transferee to track how they are settling in? Is there also a process for following up with the spouse after the relocation has taken place?
  6. How can HR involve their relocation agent in the process to help monitor and identify any potential challenges and trouble shoot any issues before they start effecting the transferee?

To achieve some of these outcomes, it may mean that HR needs to take a different approach. They might need to question the way things have been done in the past, and be open to take a different approach to the relocation process with a stronger focus on “Happy Partner – Happy Transferee”.

At Australian Relocation Managers we often work closely with key HR executives regarding the relocation of their staff. We know that HR have the work aspect of the relocation covered. However, from the relocation agent’s perspective, it’s not just about finding the transferee a rental property, it’s about helping them to integrate into their new city. It’s about providing them with all the information about the local transport system, restaurants, shopping, banking, mobile phone system, healthcare etc. Ensuring the transferee has an understanding about all of these external factors contributes to the overall success of the relocation too.