Relocation Policies Don’t Fit Every Need

Create a Relocation Plan Instead

Relocation policies have been used for decades to guide organizations to successfully relocate their workforce. Today, a one-size-fits-all approach to relocation isn’t always the right approach for progressive organizations.

Some employees may not need all of the services you provide. Others may need more than your standard offerings. Relocation decisions shouldn’t be left up to a policy. It can create an entitlement for employees instead of figuring out what assistance a relocating employee truly needs.

Plans Are a Better Way

You need an individual plan for every relocation. Here are a few things that any plan should take into account:

• Is the employee a homeowner or renter? Renters are straightforward to move, but even they may need specialized assistance. Homeowners may need a variety of home sale services to help make relocation work.
• Do they have a spouse or children? Does the spouse have a job? Do their children go to school? This can impact the needs of the employee, and if something goes wrong, it can have a disastrous effect on the relocating employee’s morale.
• Does it make sense for the organization? With policies, organizations get out of the habit of evaluating the business necessity for the relocation. A plan forces organizations to understand the costs and needs in advance to make sure the business case for the relocation is logical.

Effective and Scalable

The problem with individual plans is that they’re tough to scale. If you’re doing hundreds of moves a year with a small team, it might be problematic without some help.

You can use new types of relocation services and technology to customize relocation plans in a way that’s scalable. You can also effectively involve managers and relocating employees in the process quickly.