There are a lot of questions to answer when it comes to corporate relocation. How much relocation assistance is provided? How are expenses being tracked? Is any assistance being provided to help the employee find home? Answering this list of questions generally creates even longer to-dos, all of which are important.  Since failed assignments are costly – and often avoidable, assisting your employees during this time of transition helps improve their success.

This isn’t new information to HR managers. Most can rattle off all the necessary questions to consider and best practices to make sure an employee’s relocation is seamless and accommodating. The challenge comes from lack of time. HR managers have broadly defined roles, and it’s not uncommon for relocation to be one of many tasks at hand.

Instead of providing only the absolute necessary relocation tasks, consider using strategic partners to supplement additional relocation services your employees need.

Some areas to consider:

• Expense management
• Destination services
• Moving and storage
• Intercultural training (for international moves)
• Travel

Lump sums can be a good choice for a corporate relocation strategy, if it is managed correctly.  Providing your employee with a list of trusted providers helps them manage the process more efficiently so they can prepare for the important phase, their new position with the company.  

Like all HR managers, you want to provide your employees everything they need to be successful but struggle to find the time and resources to do so. Finding the right partners, who share the same level of care and attention that you do, can be a helpful and efficient way to assist your employees in times of transition.

Onie Girton Author