How To Build a Relocation Framework

When building a relocation framework it cannot always be enough to say, “One size fits all”. Your framework should offer a range of options that satisfy the employee and meet the demands of the business. There should be different levels of support for each level of existing employees or even a new employee.

Whilst you can’t build a framework that is “one size fits all”, likewise, you cannot offer employees different service levels if they are the same grade as their co-worker.

A few key factors to consider when building a relocation framework:

• Does it meet the needs of the business?
• Is the framework relevant to the employee’s level of employment?
• Is the framework communicated effectively so everyone has the same expectations?
• Is it compliant to both internal and external environments?

Every company wants its employee to enjoy a positive experience during the move, and this goes beyond their first few months of arrival. Having a good relocation framework will:

• Improve and clarify communication between all parties
• Help the company achieve both short and long term goals
• Reduce the risk of non-compliance
• Improve ROI. Employees can capitalise on their skills and experience to add value to the business

We cannot emphasise enough how overwhelming all the information and paperwork are for a new arrival. Just think for a minute about everything you might need from your employee back at the office…now add to this: Customs forms, insurance and inventories, utility bills and bank accounts, lease negotiations...the list is endless! Keep your information concise and easy to refer back to. A booklet should clearly outline who is involved in their relocation and what they should expect.?

Remember, Personnel Relocations has an online portal for your employees. This portal allows corporates to add information.?You can have “first day basics”, “How to get to the office”, even a map of your building and an introduction of what they can expect on their first day.

Having information available to the employee that they can access easily when needed is valuable in putting them at ease.

At any time, there could be as many as 5 different people involved in a relocation:

• HR
• Finance
• Travel agent
• Immigration
• Relocation and Removalists

A portal of information or booklet about who everybody is in the organisation clears the lines of communication. This information could also include important future contacts:

• Payroll – and a list of their requirements to set up the new employee
• Tax File Number – how to apply
• What to expect during your induction?

Keep your booklet simple and easy to read, only covering the information they will require a few months either side of their move.

Remember, for most employees, they are motivated by their own personal development; it is not always about having lavish benefits during a move.

A framework is about having a clear guideline to assist all parties involved to promote a smooth relocation.

If you would like some advice and guidance on building your relocation framework, we would be happy to share our experience with you. Please contact Robyn at?[email protected]

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