Although relocation is a good experience, sometimes it can be stressful. The excitement of moving to a new environment is worth the wait, but many fears and anxieties may disturb the shifting parties. 

 

Despite the challenges that relocation, the employee remains the most affected. They may have to deal with short-shifting timelines and new people. 

 

A business can shift employees when:

• It is opening a new location
• It is entirely moving to a different location
• It is filling an open position in the market
• It wants to recruit star employees elsewhere

 

Whatever your reason for relocation, an employer needs to consider many things. The goal should be to make the shifting process smooth for faster settling. The business will only benefit if the employee experiences a seamless transition into their new position. 

 

Are you planning to relocate your employees? Purpose of making their transfer the easiest one yet. Here are highly-recommended tips that could help streamline their moving process.  

 

1. Having Clear, Well-Expressed Relocation Policies

 

First things first have a clear relocation policy. Everything needs to be balanced during the relocation process, and a well-expressed policy goes a long way in simplifying the procedure. 

 

Secondly, agree with your employee about finances to prevent misunderstandings. Let them know what is catered for and what is not, i.e., the amount upfront they will receive from the business. If you have hired a relocation specialist, the employee needs to know the terms and conditions for the service. 

 

It is advisable to avoid verbal agreements when creating relocation policies. Put all forms of information in writing. A written document provides a ready reference just in case anything happens. 

 

2. Be Honest

A business needs to be open about why they are making such a massive change to an employee. Give them an accurate understanding of the job they will be handling in the new environment.

 

Another thing is to avoid fake promises altogether. Making promises that you will not fulfil is a dangerous game. Do not promise to give an employee upfronts when you know you may not manage. 

 

All businesses always want to keep their star employees. Avoid providing misleading information about the new job requirements. Tell them the exact responsibilities and duties that the job entails.

 

Therefore, if you are transferring one of your star employees, be keen on the information you give them. An employer can easily resign if you raise their expectations too high for nothing. 

 

3. Consider Outsourcing

Depending on the capability of your business, you can connect your employees with qualified service providers for easy relocation. If the move is either international or local, you can opt for shifting tips from a specialist who will guide them throughout the process. Get in touch with reliable specialists to guide them during the moving process.

 

Alternatively, you can handle the process internally with your human resources department. Some little pennies to support your employee won’t hurt. You can liaise with the accounting and finance department for the same. Three common ways of covering an employee’s moving expenses are:

• Lump-sum
• Capped allowance
• Combination

 

Whatever method you choose, it all depends on the budget that you have set for the relocation. Just make sure you go for what seems to be more manageable. 

 

4. Take Note of the Cost-of-Living Differences

 

If your employee happens to be dissatisfied with anything after relocation, there might be a possibility of resigning. Hence, it would be best to show them that you are ready to support their families and dependents.

 

Most employees tend to have limited knowledge about their new location. They probably don’t know the secure areas that can be easily accessible to their workplaces. It would not be fair if you let them do things like house hunting on their own. Introduce them to shifting tips that can make their house hunting hassle easy.

 

In some cases, the employee’s spouse may not be willing to spend more than they used to. You can solve such issues by increasing the employee’s salaries and allowances, and helping them with loans and mortgages won’t hurt either.

 

5. Consider Employees Who Embrace Change

 

Before you spend a lot of money investing in a relocation, ensure that the employee is willing to move. Avoid employees who are not sure if they are making the right decision.

 

Prioritize employees who are ready to embrace change. They can be a good job fit for the new location. Moreover, they will quickly adjust and settle into their new working environment despite the moving challenges. 

 

6. Plan for An Orientation Trip

Before shifting, it is vital to create an orientation package for your employee. It should contain information that they need to know about their new destination. 

 

If you are caring enough, you can book them a hotel or lodging where they can spend some time exploring the new environment. At least they will get to know their destination a little better before settling permanently.

 

Some companies go to the extent of flying their employees to the new city for a short tour. Let them visit their new offices and interact with their new colleagues before shifting. You can even include their spouse and other family members on the flight.  

 

7. Don’t Rush the Process

 

Moving is an immensely complicated process. Everything from packing, finding a place to stay, settling, and adapting is time-consuming. 

 

It is highly recommended that you give your employees enough time out of work to settle. If you can, plan for such relocations during the holidays to make it even easier for the kids to find a new school. 

 

As your employer moves, expect them to be less productive during the first days. You will have to understand their situation; they are probably dealing with too much pressure from their work, families, and the entire shifting process. Beyond the workload that awaits them, they need enough rest. 

 

8. Always Keep in Touch

Finally, you will never know what the employee is going through in their new location unless you maintain a personal touch. 

 

Please don’t be too unkind to forget about an employee when they transfer. Once in a while, plan for your Human Resource team to check on them. A simple call goes a long way, or you can arrange to have some coffee as you chat about their new environment. 

 

9. Notify Your Clients

 

It is important to let clients know the changes made when shifting employees when shifting employees. This will prevent them from constantly coming to look for a person who is no longer there. 

 

You have to understand that you are not the only one suffering. Clients, colleagues, and the company at large have to adjust to the changes. Notifying clients also helps the shifting process to be a bit smoother.

 

Also, endeavour to check on what’s happening at the office; replace the employee who has shifted real-quick. You might lose your clients if they keep coming to an empty chair/office. 

 

10. Always Keep in Touch

Finally, you will never know what the employee is going through in their new location unless you maintain a personal touch. 

 

Please don’t be too unkind to forget about an employee when they transfer. Once in a while, prepare for your Human Resource team to check on them. A simple call goes a long way, or you can plan to have some coffee as you chat about their new environment. 

 

Even though moving is a complicated process, you can make your employees have a seamless experience if you find them a reliable moving expert. Contact an experienced team to help your employer ease the challenges with shiftings.