Mobility professionals continue to express that a positive employee experience is ranked #1 in importance to the overall success of a relocation. Most corporate executives agree with this belief system. They recognize that a global mobility program should be designed to attract and retain top talent and develop future leaders.
A seamless employee relocation from origin to destination and assimilation into the workplace has a direct impact on the employee’s engagement, performance, and retention and, ultimately a happy employee. Approaching relocation in a proactive and personalized way versus reactive and a one-size-fits all model makes the new employee feel special and important. An all-around positive experience will also eliminate the need to find and train a replacement which can cost more than twice that employee’s salary.
Every organization differs in terms of culture, benefit packages, budget and deployment types, strategies will vary. To evaluate the experience of your relocating employees, it is important to consider the following steps:
Listen to employees as they transition and encourage them to share opinions openly
Analyze employee experiences by reviewing survey results and any documented service issues. If you work with a relocation management company they can help build a survey
Focus on the segments of the relocation that tend to be most challenging and stressful. This may include dual income family, moving to a high cost area, long sale cycle for home at origin
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