Framing is Everything

Let’s take a look at two scenarios:

Scenario One – Joshua is a top-performing IT analyst for his company. He has three children, with a wife at home. His company is headquartered in Copenhagen, Denmark and recently, there has been a disruption in the productivity and output of the IT team. His company is looking to hire a new CIO from within. Joshua is the desired candidate. His supervisor advises him that there “is no time to waste” and that they will “need an answer sooner rather than later”. No additional information was given about the details of the move, except that “there is a likely chance not all expenses will be covered”.

Scenario Two – Megan is a Senior Marketing Manager. Within the next year, her company is looking to expand overseas and will need her to move to the new market temporarily to oversee development and strategy. Megan is a single mother who relies on local daycare to take care of her child while she works. Her HR department has informed her that their mobility partner offers services that will assist in finding a suitable arrangement for her child while she works in her new location. Additionally, the company has given her several assistance options that will help with both the financing of the move and living expenses during her re-assignment. She is given the contact and services information of the mobility partner and is aware that she must make a decision by the end of the year and that more information will be provided in due time.

Now, put yourself in Joshua’s and Megan’s shoes. Which relocation experience would you feel most comfortable saying yes to? This is an essential question when considering the overall success and approach to an employee assignment.

When taking a closer look at these scenarios, there are areas for improvement in both. However, scenario two is more likely to be accepted. Let’s take a look as to why.

Transparency

Megan’s HR department came to the offer with a clear vision on how to overcome her potential challenges. Finding a local daycare would have been a definitive aspect in her decision to relocate, but their assistance in finding one overseas allows her to feel more comfortable and secure in the relocation. Additionally, being transparent about the services they can offer with finances is a key aspect which would have raised questions if not addressed.

With any relocation, it is important to have all the facts before offering your assignee their new position. However, all the facts may not be readily available if your policy has pending changes. As a result, letting Megan know that more information would come soon better prepared her for potential updates or changes of the details for the re-assignment.

A Professional Touch

A major shortcoming in Joshua’s experience was the lack of information given to him by a global mobility professional or HR manager. Joshua’s supervisor was unable to provide clear and sufficient details, which can off-put the assignee in accepting the offer.

On the other hand, Megan’s company works closely with a mobility partner whom she has consistent access to. As a result, Megan has a reliable resource to answer her questions and address her concerns about the relocation. Having a mobility professional, whether in the HR department or through a partner, can increase feelings of comfortability and understanding about the assignment, especially if there are certain circumstances (i.e. dependents) that require attention and care.

Timeliness

A relocation proposal should be meticulously planned and give the potential assignee ample time to make a decision and consider arrangements. Joshua’s supervisor had an immediate need and was unable to provide Joshua the time to make a clear decision. When considering his family and the lack of financial assistance, the assignment needed a more structured, time-oriented approach.

Giving your potential assignee time to make a decision is extremely important. The decision to relocate is a big one, and HR or mobility managers must understand that in order to proceed with a successful assignment. Megan’s HR department gave her ample time to make a decision. She had the time to review the assignment, ask questions, address her needs, all while having access to mobility resources and professionals.

Getting To Yes

When presenting a relocation assignment, your goal should be to get to yes. In other words, your goal should be to provide all the relevant resources to answer questions and address concerns so that your employee feels comfortable enough to accept the re-assignment. Framing the relocation and your overall approach to the offer is imperative on how you can achieve that yes.

Timeliness, transparency and a professional touch are all important factors to have when framing a relocation to your employee. However, approaching a relocation assignment can be difficult–for both the supervisor and the assignee. As a result, it is important to have a policy in place so that companies can increase their chances of their employee saying yes to their assignment. For Megan, it was much easier for her to accept the position as her HR department framed it with a timely and supportive effort. Ensuring that this is the case across all potential assignees will elevate your employee experience, and get you to that yes.

CapRelo can help you build your relocation policies. For more information, contact one of our professionals here.