Relocation of an employee can be a turning point in his life or at least a great adventure. First, however, the employee must accept your offer.
Relocation of an employee is a change of workplace without a change of employer. It most often occurs when a company opens a new branch office. Employees can also change their place of work between existing branches of the company. Sometimes an employee can apply to work in a new location, but all the paperwork is on the employee's side. At higher positions, relocation is often a process in which the employer takes on more of the costs and paperwork.
Advantages of employee relocation
From the boss's point of view relocation of workers has its own advantages. It is very difficult to recruit remotely, that is to say, to find new people to work in another location and to put them in charge. It will be much easier to send trusted people who do not need to explain everything. Sometimes there is no other choice but to relocation, e.g. in the case of very unattractive, remote locations.
Relocation of an employee is associated with difficulties. However, from the point of view of the employed person, such an opportunity can be a great plus. Many people decide to work for a particular company because they see opportunities for free relocation to interesting locations ahead. Corporations that offer such opportunities usually communicate this clearly already in the job advertisement. Young employees want to travel and prove themselves in new places. Relocation of an employee allows them to try something new without having to throw themselves into the deep end and organise the trip themselves.
While working in a new place, you can get to know a different culture and quickly improve your competences. Practical learning has been proven to be the most effective and thus the employee can quickly make up for gaps or learn a new language.
Problems during employee relocation
Ideally, the employee relocation followed on the initiative of both parties. Perhaps the employee is not thrilled with the new prospect, but a large bonus is able to compensate him. Or perhaps he or she will agree to relocate, but only on the condition that he or she gets a promotion afterwards. Relocation problems can be linked to a lack of clear guidelines and arrangements. Employees do not always talk openly with their boss about private matters, and these come into play when it comes to relocation. Despite their apparent enthusiasm, a subordinate may resign overnight if they lose their sense of control over such a major life revolution.
Employee relocation in practice
To avoid possible problems, the basis employee relocation there should be clear arrangements. Even if a subordinate declares flexibility, don't keep him or her in the dark. You must establish:
- duration of the contract in the new location,
- duties in a new position,
- salary and allowances,
- who will bear the costs employee relocation,
- whether the employee can withdraw or shorten the contract and on what terms.
If you present these details to the employee, it will also be easier for them to make a decision. Avoid putting too much pressure or putting the employee on a fait accompli.
When you open a new branch of the company and are looking for a relocation candidate, first of all, focus on the good one internal communication. You may find that there are some people in the office who would be happy to move. You need to show them the benefits that the change might entail and allow them to ask questions. Research shows that your image also makes a difference to candidates' willingness to recruit. If they believe in and identify with the company's ideas, they are more likely to move to another country or city within its structures.
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The lack of a company differentiator may, in turn, mean that it does not matter for employees whether they work in one or another company. Sometimes, motivating them to make a relocation decision is even part of it PR campaigns. Conscious communication can captivate those interested in a bold vision. An example of such ambitious, exciting activities may be reaching a new market with the product, expansion of the company or creating structures completely from scratch. Properly presented opportunities may turn out to be very attractive for an ambitious manager.
According to data Urbanbound on average, the boss gives the employee 2 weeks to decide to relocate, and then 4 weeks to move and show up at the new workplace. A common practice is to pay a one-time relocation allowance. This has advantages for the employer as well. Then you do not have to settle the employee with every invoice and he can manage his money more freely. This is especially important when it comes to moving to another country, changing currency, cost of living, etc.
Relocation candidate profile
In theory, any employee can surprise you with their readiness to relocate. In practice, however, it is particularly the young and well-educated who opt for it. They find it easiest to make the decision to make radical changes and, at the same time, are able to find their way in a diverse business environment. It is a mistake to think that families with children will not decide to relocate. It can all depend on the package you offer as part of the move. If you make it easy to find a school or a flat, the decision may be easier. Remember, however, that statistically employee relocationwho already owns a house is more expensive than someone who rents a flat.
On the other hand, new graduates are usually used to changes. Many of them have the so-called "Gap year" or foreign internships and studies. Statistically, people with approx. One year of work experience are most eager to change. This is all it takes to find out about their character or loyalty. At the same time, they are not yet too deeply entrenched in a given place and can move. The rest is up to yours communication strategy changes. If you need help in this area, please do not hesitate to contact us.
Relocation of workers in the context of globalisation
In an age of globalisation relocation of workers is becoming more and more common. But what is relocation? It is the process of relocating an employee to another location, often in a different city or country, in order to carry out business tasks. For many companies, it is a strategy to make the best use of talent in different regions.
Benefits of relocation for employees and employers
Relocation brings numerous benefits. For employees, it means the opportunity to gain new experiences, learn about different cultures and develop professional competences. For employers, on the other hand employee relocation is an opportunity to strengthen the team in key locations and transfer knowledge between company branches.
Challenges of relocation
Despite its many advantages, relocation comes with challenges. Employees may experience stress due to the change of environment, the need to adapt to a new environment or separation from family. It is therefore important for employers to offer support in the process of employee relocation, helping to organise the move and integration in the new location.
The role of employer branding in the relocation process
Employer branding plays a key role in the process relocation of workers. Companies with a positive employer image find it easier to convince employees to make the decision to relocate by offering attractive terms and conditions and clearly communicating the benefits of the relocation.
Employer branding agency support in relocation
Cooperation with a professional employer branding agency can help to manage the process effectively relocation of workers. Such agencies offer communication strategies that minimise employee concerns and promote the positive aspects of the relocation.
Summary
Relocation of staff is a complex process that, properly managed, benefits both employees and employers. The key to success is transparent communication, support for adaptation and strong employer brandingthat builds confidence and motivates to take on the challenges of the relocation.