By Peg Guinta
While relocation policy support activities may never become your core service, they could become a revenue-generating adjunct business-to-business offering provided on an hourly or project basis.
If you work with transferees, you know mobility policies are the foundation of employer-provided relocation assistance. You may also know employers that have little transfer activity or who provide limited financial assistance and don’t use formal relocation policies. But developing and maintaining a well-designed mobility policy, regardless of activity volume or financial support levels, provides many advantages to employers and employees.
Building and Maintenance Required
Employers want to avoid high-cost relocation failures and must have rapid employee productivity at the new assignment. To succeed, employees need quick access to professional services, counseling and guidance for their numerous transition activities. Established policies also enable equitable distribution and consistent application of relocation benefits throughout the company, which helps facilitate budget planning and cost management. Written guidelines can also communicate assistance limitations, set clear responsibilities and expectations for transferees and hiring managers.
Maintaining an efficient and objective-aligned policy requires ongoing attention, yet some companies’ policies remain unchanged for years. Ideally, reviewing a policy periodically ensures that it meets current company objectives and provides intended support. Periodic policy evaluations may include assessment of program services and consideration of:
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