The success of any company relies on a right-place-right-time approach. To get your company’s game plan in motion, the organization may need to relocate star players across the country.
Although relocation will likely benefit the organization, there can be some challenges, especially from the employees and families. The manager needs to prepare for possible difficulties and develop financial disaster plans.
Below are some of these relocation challenges that can complicate an employee transfer.
An employee relocation package is lacking
After the employee receives the news of being transferred to a new location, the first thing that comes to mind is often the relocation package.
This package often includes temporary housing accommodation, a mode of transportation to the expected destination, home sale or lease-breaking assistance, moving company reimbursements, auto shipping services, and storage unit(s) accommodations. If this relocation package is lacking, the employee might be reluctant to move. Reassuring the employee that the relocation package is comprehensive and offers the best-of-the-best in customer service, like Guardian Auto Transport, makes them more comfortable with the relocation.
With doubts settled, the employee can concentrate on their day-to-day job responsibilities without worrying about the safety of personal belongings that could sustain damage during the relocation process.
Employees can’t find suitable housing
Typically, internal transfers require that star employees move house. Unfortunately, finding a new and comfortable home that meets their preferences is easier said than done.
If the company forces them to move to a location where they are uncomfortable, this may affect their productivity. With undesirable or unsafe living conditions awaiting them, hours spent at the office will remain minimally productive.
The cash benefit is inadequate
More often than not, a relocation comes along with a cash benefit. This bonus helps manage the inconveniences that may come along during the move.
Additionally, it motivates the employee to adapt and love the new changes. Therefore, the company should offer a generous cash benefit or bonus to motivate the employee. These financial incentives enable employees to stay engaged in their job, regardless of the challenges presented. As a final precaution, employers should determine whether the employee’s new location may need a hardship allowance. After your initial assessment, you can motivate the employee accordingly.
Movement of household goods
One of the primary reasons why people may be reluctant to move is the inconvenience of moving household goods.
These goods may get damaged or lost, not to mention the stress of physically lugging bulky sectionals and heavy chests of drawers can become intolerable. If there is no plan from the company on how to carry around these household goods, the employee may press the brakes on a relocation initiative.
Providing a reliable method of transportation, such as renting a reputable moving company, is the best way to address this challenge.
Adjustment time
No matter how complicated or easy the employee’s relocation was, they will need time to adjust to change.
During this time, they may fail to be as productive or effective as expected since they’re trying to achieve a work-life balance in the heart of their new hometown. Unfortunately, the time lost in the business translates to lost profit.
Therefore, it is best to reduce this adjustment time by reducing the new things to adapt to. For instance, ensure that the employee uses the same working materials as in the last job location. This sense of familiarity (and crushed learning curve) helps the employee adapt faster to their surroundings and keep pace with their professional counterparts.
Wrap up
A business may have to transfer its employees for various reasons, such as changing technology and shifting job patterns. Unfortunately, this process faces several challenges, especially on the employee’s side.
Therefore, address the moving difficulties mentioned above and make it easier for the employee to move without affecting them or the company.
