Welcome to New Jersey…We’re Not in Kansas Anymore! The Group Move Experience PRESENTERS: 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) GROUP MOVE – THE CORPORATE PERSPECTIVE 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 o o o o o Executives Finance Business Units HR Tracking > Manage & Motivate your staff A GROUP MOVE, GREAT, WE’D LOVE TO HELP A Group Move, Great, We’d Love to Help > Tell me: o o o o o o o o When? Where? How Many? Why? Goal? 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 o Resources identified and assigned > Supplier Manager o o Supplier partners are chosen to match your needs Training for policy and expectations specific to group move > Directors of Client Management and Client Services o 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, etc. > Counseling staff o 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 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 Partner CHALLENGES Non-Job Seeking Path 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 Path 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 families THANK YOU!