Group Moves – Helping Employees Navigate Transition

In 2010, it’s not business a usual when employers decide to relocate employees and their families. An unsuccessful group move can cost a company millions and can cause the loss of the best and brightest employees. With top talent in short supply and employees more reluctant to relocate than ever before, organizations need a solid transition strategy.

Some employees may feel that relocation is the only option, especially in the current job market. Others may decide to search for a new opportunity rather than to uproot their family and personal life. Employers must be prepared to support both decision groups. Here are some suggestions to help properly support those who decide to relocate and, alternatively, those who decide to exit the company.

SUPPORT FOR RELOCATING EMPLOYEES
After working with tens of thousands of people in transition, Vandover identified the most popular variables affecting those in mobility: relationships, lifestyle, location, family finance and legal, employee career considerations and spouse/partner career considerations. The following recommendations take those variables into consideration and, ultimately, contribute to successful relocation assignments.

1. Lifestyle and career transition support – It’s important to remember that mobility affects the entire family. Provide mobility support for the employee, spouse/partner and family members to positively impact the employee’s transition.
2. Group move website – This is an easy and effective way to communicate to the entire group in real time. Regularly update this site with resources, announcements, success stories and news items related to lifestyle and job search topics. Encourage the group to bookmark the site and visit it often.
3. Family support workshops – A series of workshops can provide detailed support on specific needs. Topics can include parenting, moving with teens, moving with elders, childcare, schools, healthcare and special needs. Invite counselors, coaches and EAP providers to present and interact.

SUPPORT FOR THOSE EXITING THE ORGANIZATION
Whether the employee declines the relocation or their position is eliminated during a corporate merger, there are various levels of support that can be provided. Offering outplacement support to this group is an excellent opportunity for the employer to show appreciation for the employees’ service.

1. Complete retention and stay bonus agreements – Once these are signed, outplacement support should commence 90 days prior to the separation date.
2. Initiate outplacement support for those who declined the move – This is your opportunity to help this group feel trained and prepared to embark on their job search. It’s also the key to keeping the remaining workforce productive. Moral should remain high as they witness their departing colleagues treated respectfully by the corporation.
3. Job seeking – Offer assistance for both individual job seekers and entrepreneurial employees. There are a variety of support levels that can be provided, including coaching on career assessment, effective job searches, resume development and effective interviewing.

Well-defined support structure is a key factor in a successful mobility plan. Solid strategy and support will help companies retain key talent and achieve business objectives during and after the group move.