Tips for Employee Relocation : How To Ensure Success

Relocating employees can be costly for corporations, especially if the transition isn’t a successful one. It is important for both the employer and employee to be prepared and to get it right, to avoid high operational costs and the need to repeat the recruitment process.

Let's discuss the most crucial aspects of employee relocation, what can go wrong, as well as our tips and insights to ensure it goes as smoothly as possible.

What Is An Employee Relocation?

Relocation refers to the process of moving an individual, their immediate family, as well as their household goods away from their current place of residence to a different location, for employment purposes. 

The process often includes transactional services such as selling/purchasing/renting real estate, moving household goods, and transitional services to support the employee in finding and settling into a new home. 

Relocation incentive packages are commonly used to attract top talent, particularly in  fields or locations where jobs are harder to fill.

Global mobility on its own can be an important factor in attracting talent, offering employees and prospects the potential for growth, new opportunities, and the ability to work and live in different locations. This is a key reason why the trend of employee relocation and corporate relocations are growing.

What Are The Essentials For A Successful Employee Relocation?

Successful employee relocations are about much more than just "moving". The essentials start well before the actual relocation takes place, and stretch several months after the employee and their family has moved. 

Here are the most important considerations:

Clear Relocation Policies & Resources

Whether a company has an ongoing relocation program or individual relocations to manage, it's important to put together clear policies and procedures. Relocation policies provide guiding principles for the organization and its employees, outlining the types of assistance and benefit entitlements available. They help break down what the employee can expect at their departure location, in transit, and at their destination.

By providing this information up front, companies can ensure consistency and reduce  miscommunications.

Individual Attention To Each Employee Relocation

Employee relocations are not one size fits all!  

Employers relocate employees for several reasons. Some may move on their own, while others move their families with them.

Before even accepting the job assignment, it’s important that the employee knows what to expect at their destination in terms of lifestyle, housing, costs of living, and cultural changes.

Many organizations ensure this by providing a pre-decision orientation trip. This trip allows the employee to experience the new location, explore housing options and schools, and consider whether the relocation is right for them.

It's important to give each relocating employee the attention they need, since each   situation is unique. Companies can do this by ensuring there is role alignment, addressing the specifics of the employee's family situation, and making agreements on any special requirements.

A little bit of understanding goes a long way. Putting communication measures in place before the job assignment is accepted and before the actual relocation is crucial.

Communication & Compassion

Relocating for a new job can be both exciting and daunting for employees, so it is important to keep the lines of communication open. 

Settling in can take time and patience, particularly if the employee and their family have moved to a country where the language or culture is different from their own.

70% of the relocations that fail are due to the employee or their family not settling in. Finding ways to ease the transition, providing assistance & resources, and supporting the family will go a long way. Open communication ahead of time will ensure that the employee feels supported throughout the entire process.

Working With Relocation Service Providers

Working with a relocation service provider is beneficial for outsourcing the workload of relocation management, but it also provides a local resource for your employee to reach out to for advice and support.

Relocation service providers are experienced in supporting professionals and families that relocate for work. They also use their skills and existing connections to get better rates for services like shipping household goods and finding temporary housing, as well as providing trusted referrals for other needs. This is especially useful when companies and their employees don't have an existing network of contacts to rely on in the destination city.

Relocation services like New Roots Relocation can also ensure that nothing falls through the cracks. They will work with HR departments to support employees, act as a main point of contact, and use their expertise to create the best possible environment.

At New Roots Relocation, we act as the employee's personal guide, sounding board, and expert. Our relocation experts collaborate with corporations to find the best solutions, supporting both employer and employee during the entire process.

Common Mistakes in Employee Relocation Processes

A successful relocation should typically result in a settled employee, good productivity levels, and long-term maintenance of both.

However, there are common mistakes that may undermine this type of success, such as:

• Underestimating relocation costs or failing to budget correctly: This can happen when a company is unfamiliar with the relocation process or forgets to account for some of the smaller costs. It's important to budget as accurately as possible and ensure that the employee's financial support is a top priority. Pre-departure planning should incorporate detailed budgeting.
• Not providing support after the move: Once the employee has been physically moved, considering the relocation done can be a big mistake. Adjusting to a new community and location can take time, and employees may still face other challenges of relocation. Ensure that relocation support is considered even after the move, and give employees the tools to ask for help when they need it.
• Not communicating clearly: Misunderstandings about benefits, procedures, expectations, and more can derail an employee relocation. It's important to have a designated person or team in charge of employee support, and not to make assumptions about what the employee knows.

Frequently Asked Questions

What is the average relocation package in Canada?

The average relocation package in Canada can vary depending on factors such as the employee's level, company policy, and distance of the move. It can also vary based on the cost of living in the new location and how it varies from the original location. For corporations offering relocation packages in Canada, this may look like upwards of $50,000. It typically covers expenses like moving costs, temporary housing, travel expenses, and other related costs.

How do you deal with relocation at work?

If you've been offered a relocation package or have been asked to relocate for your work, you may be feeling overwhelmed or unsure of the big change ahead. One of the most important ways to deal with this change is to communicate with your employer and let them know what kind of concerns and needs you may have during the process. Communicating effectively ahead of time can help the whole process go smoother.

What is the meaning of employee relocation?

Employee relocation refers to the process of moving an employee from one location to another for work-related reasons. This could be due to a job transfer, promotion, or other business needs. Relocation typically involves logistical support such as arranging moving services, temporary housing, travel expenses, and other assistance to help the employee transition smoothly to the new location.