Welcome to New Jersey…We’re Not in Kansas
Anymore! The Group Move Experience
Mary Ridges, GMS, SPHR – HR Policy & Employee Mobility Manager, Navistar, Inc.
Susan Ginsberg, GMS – VP Global Services & Business Development, REA
Paula Sjostedt, CRP – Director Client Services, MSI
Debra Sharp, CRP, GMS – Director Client Management, MSI (Moderator)
Planning Phase
> Strategic perspective
o Executive buy in
> Finance
o Establishing a budget
> Compliance (SOX)
o Ensuring procedures are in place
> Cross functional team communication
o HR
o Finance
> Planning for employees who decline
Notification & Planning
> Notify RMC Partner
o Preplanning state
o Encourage strategic partnership
> Planning
> Presentation to senior management
o Obtain buy-in
> Discuss Resources
o Reporting
> Modification to initiations
> Ad-hoc
o Planning for exceptions
Preparation and the 3 “C”s
(communicate, communicate, communicate)
> Policy Revisions/Enhancements
> Prepare/Hire staff
> Communication Transparency
> Information Sharing
o Look/See programs
o Road Show
> RMC, suppliers, preferred vendors
o Website communications
Ready…Set…Going Live
> Communication with RMC
> Expense Management
o Critical for accurate reporting
> Reporting
Business Units
> Manage & Motivate your staff
A Group Move, Great, We’d Love to Help
> Tell me:
How Many?
What do employees know?
When will it be announced?
How do you expect it to be received?
“Let me tell you how we can help….”
When you Contacted your Relocation Partner
– Our Team Got to Work
> Senior Management
Resources identified and assigned
> Supplier Manager
Supplier partners are chosen to match your needs
Training for policy and expectations specific to group move
> Directors of Client Management and Client Services
Began policy review and recommendations, open discussions with you regarding
the pros and cons of a modified program, the benefits of area tours, role of
supplier partners, training of client teams, arranging for site presentations, tours,
> Counseling staff
Team is identified and trained on additional group specific policies
Coming together is a beginning.
Keeping together is progress.
Working together is success. ~Henry Ford
My Company Relocates Hundreds of
Employees Every Year, How’s This Different?
> Employees may be people who never considered moving
> Lateral moves
> If they don’t move, do the employees have any options with the company?
> Are there opportunities with other employers in the area?
> Heightened fears , large groups of people commiserating exaggerates fears
> Shortened or extended time lines
> As much as you think you know about your employees…
Tell Me About Yourself
> Pre- Move surveys
> Who is moving with you, what are their needs?
> What is your current housing situation?
> What is your wish list for your new home/apartment?
> What do you need from ABC corporation to help you make a decision?
Sample Relocation Survey
> Survey
The Single BIGGEST Problem with Communication is
the Illusion That It has Taken Place.
-George Bernard Shaw
> The more we all know the more effective we can be.
> Monthly updates even a 10 minute call may bring to light a previously
overlooked item
> Rumors
> Consistency of message
> Consider a move group website, Sharepoint link etc.
o Your employees will be talking, blogging and hanging out at the water cooler
o Balance this with an official source
> Consider the family
Survey Says…Consider the Needs of
Spouse/Partner and Family
> The top two reasons for declining relocations are housing/mortgage
concerns and family issues including spouse/partner employment. (Atlas
Corporate Relocation Survey)
> The spouse’s job was 51% of why respondents turned down relocation or
was the cause of a failed relocation. (Runzheimer Survey)
> 80% of spouses/partners say that their own employment and career was
important factor in decision to reject or accept an assignment (Permits
Foundation International Survey)
> Chief causes of assignment failure are partner dissatisfaction, family
concerns and candidate selection. (SHRM Global Forum/NFTC
Relocation Survey)
Addressing the Needs of the Accompanying
Non-Job Seeking
Explore Career Alternatives and/or
identify Meaningful Pursuit
Identify Objectives
Develop Action Plan
Legal Restrictions on Work Eligibility
Career Interruption/loss of income & standard of living
Loss of Identity - Professional/Personal
Feelings of isolation - lack of social network
Stress and frustration - strain on family harmony
Re-entry into labor market upon return
Addressing the Needs of the
Accompanying Partner
Develop Self-Marketing Tools &
Correspondence (e.g. applications, bio)
Job Seeking
Evaluate Employment Options and
Work Eligibility
Identify Objectives
Develop Action Plan
Create Self-Marketing Tools & Correspondence
that meet local standards (resume, cv, bio)
Coaching on appropriate networking &
interviewing strategies, evaluation of
job offers/business opportunities
Coaching on social networking and strategies for
achieving targeted objectives
Provide Destination Specific
Employment Information
Provide Destination Specific Information & Resources
Interactive Tools
Social Media & Webinars
Networking Events
On-Line Tools/Resources
Best Practices for Supporting the Family
Before a Group Move
> Involve the spouse/partner early in the planning process
> Family Briefings
o Conduct briefing sessions for the employee and spouse family to discuss relocation
policy/ benefits and review major items of concern (e.g. housing and features/benefits of
new community, school information, job market for the spouse/partner)
o Include local representatives to explain services that will be available to those that
decide to move
> Record a webinar explaining services that will be available for the spouse/partner
and make it accessible through company website (especially useful for those who
cannot attend briefings)
> Give families access to a customized website with information about the local area
resources, job market, opportunities and services available to help them make an
informed decision about whether or not to make the move
Best Practices for Supporting the Family
During and After the Group Move
> Support the family’s dual career concerns by offering partner career assistance
> Offer lifestyle/transition assistance and resources to non-working accompanying
partners to help them assimilate into the new community
> Solicit regular feedback to ensure needs are being met timely and appropriately
> Help families “get connected’ to others in the community and offer local support
(host events for families; refer to spouse networks, B.I.G., international clubs,
interest groups)
> Encourage on-going use of technology/social media to facilitate communication
between the family and significant others (e.g. family members, friends, colleagues)
> Provide regular communications to keep families apprised of group move progress
(e.g. major events, milestones, issues and resolve)
Lessons Learned
> Be a strategic partner in your company
> We thought we would only do this once
> Consistency of message
> Set expectations from the start and throughout the organization
> Preparation does not end with the first authorized move
> Include the spouse/family early in the planning process
> Provide local support for job seeking/non-job seeking spouses/partners
(in the destination area)
> Use variety of means to communicate progress, events, etc. with