As we look forward to a fresh start in 2022, the Allied team has been reflecting on how much of the corporate moving landscape has changed in the past two years. From shifting employee expectations, to new health and safety concerns, and changes in how the majority of people work, corporate relocation, like most industries, has had to find new solutions to evolving challenges. Relocation professionals, HR teams, hiring managers and their corporate moving partners all need to be more flexible, nimble, efficient and empathetic in the post-COVID world. Here are some key issues we will continue to manage heading into 2022.
As new variants continue to develop, we will continue to feel the effects of the pandemic. Companies will need to adapt to changes and timeline shifts in nearly every aspect of business. Relocation is no exception.
To accommodate health concerns and needs, based on local policies, 65% of employees have requested quarantine support during their relocation. This can extend relocation times to give employees time to healthily transition from one location to another and prevent the spread of COVID-19. During these times, companies need to be doing everything possible to prevent the spread of the virus and protect the health of their employees. By allowing for quarantine support during a move, they can do just that.
SIRVA also reports that employees are requesting extended relocation times (60%) to allow for more time to get acclimated to a new home. Additionally, timelines may also be affected by employee requests for phased assignments, which allow family members to arrive later than the employee, an area of support requested by 33% of employees.
Companies can show their employees care by being flexible and working with employees to ensure they have the best possible relocation experience. Going above and beyond can earn you trust and loyalty from your employees.
There is no one-size-fits-all when it comes to recruiting and retaining top-tier. Offering a hybrid work model is just one of the ways your company can begin to create a more tailored employee experience. Giving employees a sense of agency in their work also helps create and maintain a positive workplace environment.
Providing your employees the opportunity to decide what works for them will help them feel valued. Whether that’s through working remotely or allowing flexible hours to encourage a healthy work-life balance, organizations that give employees the autonomy to tailor their work experience not only recruit top talent but also retain their workforce.
The candidate experience starts at hello. Allowing potential candidates flexibility in how they interview – virtually or in-person – and being willing to work with their schedule can make your company more appealing, too. How responsive you are to candidates, how authentically your team shows up to them in interviews, and how transparent you are throughout the process all impact the candidate experience.
Emphasizing that your company values the well-being of your employees and potential candidates is a great way to retain employees and attract qualified new ones.
Allied has found that process efficiency ranks within the top three pain points that companies experience in regard to corporate relocations, along with cost management and speed to deploy.
A relocation process that’s inefficient can slow down the time it takes for an employee to relocate – posing issues for both the employee and the hiring manager. Because mobility is an important driver of talent retention, an inefficient process can cause unhappiness and a lack of consistency across corporate relocations. Because of the continued demand, companies must always be ready to adapt their planning and procurement process to increase efficiency and address outside circumstances. A reluctance to adapt or change existing processes can mean missing out on a talented workforce.
In addition, cost management for both the organization and the employee is an important consideration. Employers and employees alike must consider both the costs of moving and the cost of living at the new destination. Providing a clear moving budget through approved resources and reviewing cost of living details with your relocating employee can go a long way in avoiding issues and miscommunication. All key elements of a relocation should be considered including housing, temporary living options, movers, travel, family accommodations and even schooling.
In response to the COVID-19 pandemic, most companies adopted a work-from-home policy and as we move into the new year and vaccines become more readily available, many businesses are planning on keeping a remote or hybrid work model. A survey by SIRVA Worldwide Relocation & Moving (Allied’s parent company), found that 46% of companies are adopting a remote work policy, while 77% are adopting a hybrid model.
While many companies are embracing remote work, corporate relocation and moving services will continue to be important. Remote workers often still need to be within a certain distance of the home office – whether that’s within driving distance, within the same state, or the same country. The same SIRVA survey found that 53% of organizations required that employees needed to at least be located somewhere in the same country as where their company is located.
With interviews often being conducted on teleconference platforms, and job seekers having access to job listings around the world, there’s a greater likelihood of a company hiring an applicant who will need to relocate. In order to attract the best applicants, and show that they care for and support their employees, companies will need to help their people move when necessary.
Duty of care requires a person to “act toward others and the public with the watchfulness, attention, caution and prudence that a reasonable person in the circumstance would use.” Keeping the concept top of mind when setting up a corporate relocation plan can help employers create a system where employees feel comfortable and taken care of during a move. It is essential to keep the safety and health concerns employees may have in mind and ready to address. One way to do this is by being proactive and providing helpful information for a safe, healthy, and secure move.
The priority when determining a corporate relocation plan is the comfort, health, and safety of the employees who will be partaking in it. By keeping duty of care in mind when making decisions, companies can reduce carelessness and be sure that their employees have the most positive and welcoming experience possible. Since the beginning of the COVID-19 pandemic, it has become clear that companies need to prioritize employee health and have emergency plans in place.
Creating a strong relocation plan and taking advantage of local and subject-matter expertise can make the moving process significantly easier and less stressful, for both the employee and the company.
The last two years have been challenging and the battle to attract and retain talent continues to intensify. Your relocation strategy can be a valuable asset if the employee experience is managed well. Taking the time to review and rethink your approach to these core issues in 2022 can help improve your approach and Allied is prepared to be there with you every step of the way.
When creating a corporate relocation plan, picking the right moving company to partner with is essential. At Allied, we promise to deliver a smooth, efficient, and positive experience for your team. Regardless of your corporate relocation needs, we are here to help.
Allied Van Lines, The Careful Movers®, works hard to ensure that your move – whether large or small – is treated with the utmost care and consideration. With the largest mover network in the world, we are ready to support your local, long-distance or international move and help your company and top talent have a smooth and stress-free relocation experience. Learn more.