WHR chooses recipients of its 2023 Partner in Quality Award

by | May 30, 2023 | News, Press Release

WHR Global (WHR) announced its 2023 Partner in Quality Award winners. Recipients are WHR partners who exceeded customer satisfaction and service excellence throughout 2022. To be considered for a Partner in Quality Award, a partner must complete at least 20 transactions in the previous year and receive performance rankings within the top one percentile of the relocation partner’s service category. The award winners listed below exceeded WHR’s expectations in cost management, customer satisfaction, quality and supply chain management.

 

We are extremely thankful to our entire supplier network, but specifically to these companies that have gone above and beyond in service and partnership. Their dedication and commitment to excellence have helped WHR Advance Lives Forward® of countless relocating employees.

2023 Partner in Quality Award Winners (in no particular order)

  • LARM
    Coral Springs, FL 33077

Global Mobility: The Best Assignment Types for your Program

by | May 19, 2023 | News

Are you looking to expand your business globally and send employees on expatriate assignments? It’s important to choose the right type of assignment for your global mobility program. In this blog, we’ll explore the best types of expatriate assignments and how they can benefit your global mobility program. 

global mobility assignment types

Global Mobility Assignments Explained

Finding the right person for an open position can be difficult. When you find that perfect fit, you’ll do what it takes to get them to their new location. However, relocating someone internationally can be a difficult task without proper guidance and support. Even if your global mobility program offers cost of living allowances, ships their household goods, or helps them find an amazing new home, expatriate assignments often go wrong over time.

Housing, cultural adjustment, family adjustment, and a new work environment can all lead to poor productivity. This is especially true if the assignment takes someone far away from their loved ones for an extended period of time. Therefore, it’s important that you understand the advantages and disadvantages of the most common types of expatriate assignments: long-term, short-term, and typical business travel.

Some global mobility programs choose to use just one type of assignment, or include multiple different options. This decision often depends on the employee and the position available. Either way, finding the best fit for both your company and your employee will ensure both are successful long term.

What is a long-term expatriate assignment?

There is no single definition of what constitutes a long-term expatriate assignment. However, a long-term expatriate assignment generally has a 12-month to 36-month duration. Some companies may define a long-term expatriate assignment as work that lasts a minimum of two years but not longer than five years. One of the most important things to note is that this type of assignment is not a permanent transfer; the employee intends to return to his or her home country after the long-term assignment is complete.

Common relocation benefits provided to the employee on long-term assignment may include: immigration support, tax assistance, pre-assignment trip, household goods shipment(s), allowance payments, final move trip, temporary housing, cultural training, language training, spousal assistance, medical insurance, housing support, tuition reimbursement, and more. It’s best practice for the level of support offered to the employee to be commensurate with their experience, tenure, salary, and family size. However, the company may take geographical factors into consideration. For example, if the public school system is insufficient in the host country, assignees may receive tuition support for private schools. Due to the multi-year arrangement, it’s common for employees to secure a personal rental lease and bring their own furniture and furnishings from their home country. 

Pros

The benefits of expatriate work go both ways. You have the opportunity to dispatch your best talent to international partners and help them build and grow their international business. Additionally, your workers have the opportunity to expand their knowledge of different cultures and markets and enhance their careers with overseas experience.

The specifics of each long-term assignment vary greatly depending on industry and location. In the past, it was important to instill the culture of the parent company into the foreign entity and help drive revenue growth in the overseas location. Today this still exists, but the opposite is also true. Overseas workers are being deployed to the parent country or other countries to gain experience, transfer knowledge, and run specific project-based work. How companies handle expatriate assignments are changing as global travel is now just as common as traveling within your own country.

 

Cons

Companies know that employee dissatisfaction with long-term expatriate assignments is a problem. The most striking example of employee dissatisfaction is when workers move their entire family overseas. It’s common for many staff to encounter buyer’s remorse as stress and unfamiliarity with new surroundings begin to affect loved ones.

Costs are extremely high for expatriate assignments and many companies don’t properly vet the individual taking the assignment. They don’t test the person’s ability to thrive in a “foreign” location and adapt culturally. Additionally, many companies forego cultural and language training that is essential in providing a foundation for a successful transition. However, many companies choose not to or don’t know the importance of this investment.

Consequently, increases in employee dissatisfaction and high costs with long-term assignments has led many companies to reevaluate their long-term policies. Many companies have chosen another route: short-term assignments.

What is a short-term expatriate assignment?

This type of expatriate assignment can last between three months to a full year. Similar to long-term assignments, each company defines short-term assignments differently. Because the employee plans on returning home after such a short amount of time, there are additional benefits that must be considered. Many companies will not allow the family to accompany the employee on these short-term assignments but will provide alternative benefits. These may include trips home up to twice per year, furnished accommodations, per diems, travel allowances, and more. Relocation management companies such as WHR Global manage short-term expatriates and provide the structure and benefits available to this group of assignees.

Common relocation benefits provided to the employee on short-term assignment may include: immigration support, tax assistance, small shipment or excess baggage only, allowance payments, final move trip, temporary housing, medical insurance, housing support, and more. It’s best practice for the level of support offered to the employee to be commensurate with their experience, tenure, salary, and family size. However, due to the short nature of the assignment, the assignee’s family may stay in the host country which significantly reduces total costs. Due to the short duration, it’s common for employees to move into fully furnished temporary housing for the entire length of the assignment. 

Pros

The problems of dissatisfaction and homesickness became apparent with long-term moves. Therefore, short-term overseas engagements were developed as an alternative to pulling up roots and moving families across the globe for extended periods. From your company’s perspective, a short duration generally costs less upfront since the employee’s family generally stays in the home country. It also gives you more flexibility when developing workforce mobility. Additionally, the consequences of individuals becoming “taxable” in the foreign location can be managed effectively, thus significantly decreasing the cost of the assignment.

Cons

The cons of short-term expatriate assignments revolve around demands to rotate a variety of personnel, which requires more planning and administrative time for everyone involved. There is a trade-off between a series of short-term assignments versus a single long-term assignment. What works for your company may not work well for others.

Unless utilized as a rotational development program, short term assignments may not be long enough to fulfill the business need. If the employee is opening a new location, launching a new product, or transferring organizational knowledge and skills, a long-term assignment may be needed to achieve all objectives. 

What is an extended business traveler?

These types of expatriate assignments can really rack up frequent flier miles. Typically, these employees are not on a formal assignment. However, there are still tax and immigration considerations when sending someone on extended business travel.

Pros

Business traveling simply causes less disruption for everyone involved. Your workforce has much more control over how they perform duties and you don’t have to permanently allocate resources to a foreign location.

Extended business travel also allows you to draw from a larger talent pool of employees since some employees may outright decline a short or long-term assignment. Employees are naturally more likely to accept an extended business travel assignment due to the flexibility. Employees see their family more often, and extended business travel assignments may utilize a hybrid remote work setting when feasible.  

Cons

Work visa requirements differ widely from country to country and can be impacted by the home and host locations involved. In some instances a worker may enter into the country on a work permit waiver, but in other countries it may be illegal to perform a single work duty without having the proper work visas in place.

Employees are also required to closely track their travel for tax and immigration purposes. Companies and employees may incur additional tax liabilities and unintended consequences if the employee overstays their welcome. 

 

Watch Video

For more info, check out WHR Global’s EMEA Client Services Manager, Jenny Elsby, speaking at the EuRA International Relocation event in Dublin, Ireland. “Assignment Types & Changes” on April 28th, 2023. 

Watch on YouTube

Tips for Relocating Employees to Another Location in 2023

by | May 12, 2023 | News

The world is increasingly more connected by the day. Gone are the days when companies stayed within the borders, hiring local talent. As the number of international offices and representatives increases, so does the amount relocating employees from a global talent pool.

Establishing a clientele in one’s own country has become the norm of the past. Even small and medium-sized businesses are engaging in trading overseas and are now in need of international employees.

Global workforce mobility is quite a process. It is not only about shifting an employee to a new place; several necessary and important steps are involved. As an employer, you have to bear in mind that it needs to be as stressless as possible for your employee.

Are you a company that needs to relocate employees? If so, this blog can be useful. It provides helpful information on how to move staff to a new place. As a global mobility solutions firm, we have seen it all.

Here are five essential tips for moving employees to another location.

 

5 Tips For Relocating Employees

Relocating employees is not only a daunting experience for the employee but the employers too. The employee may feel a mixture of emotions when relocating to a new office. Excitement for a new place or sadness at leaving their family. However, the employer has far more responsibility when moving an employee to a new city, state, or country.

WHR Global has identified five key factors for successful corporate and government employee relocations (domestic and international).

 

1. Schedule in Advance

It is advisable to start the process early or hire a professional with experience to take care of it all.

Moving to a new place is time-consuming, with all the planning and preparations. This issue increases in importance when an employee needs to be relocated to a new country. This brings in additional logistics like visas, shipping, customs fees, clearances, and transportation.

Apart from these logistics, there are legal angles to it too. If your employee needs a work permit, you have to prove that your company has a corresponding local office. As an employer going through all these physical and legal matters, it can be pretty challenging and time-consuming. As an employer, you have to consider providing your employee with an appropriate relocation package.

The experience is daunting for the employee, who has to run back and forth to get various factors to relocation sorted.

 

2. Allow Time for Employee to Adjust

Moving to a new place can be a challenge, especially when the culture, food, and language are different. It’s important to be aware of the challenges your employee may face to provide them with the support they need.

Here are a few tips for helping your employee adjust to a new location:

  1. Provide them with information about the new culture. This can include things like local customs, laws, and etiquette.
  2. Encourage them to learn the local language. This will help them to communicate with others and feel more integrated into the community.
  3. Help them to find a place to live. This can be a challenge, especially if they don’t speak the local language.
  4. Help them to find a job. This can also be a challenge, especially if they don’t have the right qualifications or experience.
  5. Help them to make friends. This can be difficult, especially if they don’t speak the local language or have any connections in the area.

RMCs can help with everything from finding a place to live to arranging for your employee’s visa.

Relocation can be a stressful time, but by providing your employee with support, you can make it a smoother transition.

Here are some additional tips for helping your employee adjust to a new location:

  • Be patient. It takes time for people to adjust to a new culture, so be patient with your employee.
  • Be understanding. There will be times when your employee feels homesick or overwhelmed. Be understanding and supportive.
  • Be positive. Help your employee to focus on the positive aspects of their new location.
  • Be proactive. Reach out to your employee and check in on them regularly.

By following these tips, you can help your employee adjust to their new location and be successful in their new role.

 

3. Ensure Tax Compliance 

When an employee relocates, it can have a significant impact on taxation policy for both the employee and the employer. Company tax can be complex, so it’s important to speak to a tax lawyer to understand how relocation will affect you.

A global mobility company can help you navigate the complex world of taxation by ensuring you’ve achieved tax compliance. They can also help you negotiate favorable tax rates and make sure that your employee is properly compensated for their relocation.

  • Here are some of the key things to keep in mind when it comes to relocation taxation:
  • The employee’s tax residency status may change. When an employee moves to a new country, they may become a tax resident of that country. This means that they may be subject to taxation on their worldwide income, not just their income from the new country.

The employer may be eligible for tax breaks or deductions. In some cases, the employer may be eligible for tax breaks or deductions for relocation expenses.

With mobile workforces, it’s important to speak to a tax lawyer. A relocation company can also help you navigate the complex world of taxation.

 

4. Cost of Living

During relocations, it is often important to adjust income to account for the cost of living in that country. The cost of living varies from country to country, so it’s important to do research to ensure fair compensation.

There are a number of online resources that can help you determine the cost of living in a particular country. These resources typically provide information on the cost of housing, food, transportation, and other expenses. You can also use these resources to compare the cost of living in different countries.

Once you’ve determined the cost of living in the new country, you can use this information to adjust your employee’s income. There are a number of factors to consider when making this adjustment, such as the employee’s salary, family size, and lifestyle.

It’s also important to remember that the cost of living can change over time. This means that you may need to adjust your employee’s income on a regular basis.

RMC These companies can help you determine the cost of living in a particular country and adjust your employee’s income accordingly.

Here are some additional tips for adjusting your employee’s income for the cost of living:

  • Be fair. Make sure that your employee is being compensated fairly for their work.
  • Be transparent. Communicate with your employee about the reasons for the adjustment and how it will affect their paycheck.
  • Be flexible. The cost of living can change over time, so be prepared to adjust your employee’s income accordingly.

These tips can help ensure that your employee is fairly compensated and can afford to live comfortably in the new country.

 

5. Hire A Professional

When relocating an employee to a new country, make sure that they have everything they need for success. Provide them with the right relocation package, prepare them for the new culture, and help them adjust to their new surroundings.

Global Relocation Management Companies (RMCs) can help you with all of this. They have the experience and expertise to make the relocation process as smooth and stress-free as possible.

Here are some of the benefits of hiring a professional relocation company:

  • They have the experience and expertise to help you navigate the complex world of international relocation.
  • They can help you find the right relocation package for your employee. They do this based on their needs and the cost of living in the new country.
  • They can help you prepare your employee for the new culture. This includes providing them with information about the local customs, laws, and etiquette.
  • They can help you help your employee adjust to their new surroundings. Such as finding a place to live or getting a visa.

If you’re relocating an employee to a new country, consider working with an RMC.

 

Final Words

To make the relocation process simple: it helps to contact an expert relocation organization like WHR Global. RMCs can take care of all your move’s necessities.

Global mobility services can provide the best relocation experience because they have experience in the field. They know how to navigate and save time and money for the employer, thus are an affordable and cost-effective option. If you are looking for consistency in relocating employees, WHR Global is available for both domestic and international moves. Give us a call!

Ready to learn more about how we can help with your relocation services?

Contact Us

Workflows: The Key to Global Mobility Success

by | Apr 19, 2023 | News

Having good workflows is a critical component to ensure our clients’ global mobility programs are running smoothly and efficiently. Workflows provide transferring employees with the necessary tools to facilitate a positive employee experience and everything clients need to track the relocation process. WHR Global’s (WHR) workflows also help our staff stay proactive by managing every step in the relocation process; plus, our workflows communicate with our suppliers to help them provide the very high service levels we expect.

WHR Workflows

WHR’s proprietary operating platform, CARICS, (Counseling, Appraisals, Referrals, International, and Collection System), was built internally by WHR, for WHR and our clients. The CARICS system is the base enterprise application supporting WHR operations and manages all aspects of our relocation services from order initiation through operational execution and customer billing. Our system is built around multiple core services (e.g., appraisal, referral, inventory, etc.), and is supported by a sophisticated task management engine (internally called myWork One), that automates all our service workflows.

The myWork One system monitors every file for key events and critical dates to ensure our staff stays on top of all relocation dates and deliverables. CARICS allows our staff to consolidate all key documents and correspondence related to a file into the integrated Document Repository. This repository pulls together all file details into a single electronic representation available for easy reference by any of our approved users. From our vendor management system which creates metric-driven scorecards to our 100% accurate and compliant invoicing processes, everything is completely integrated with the myWork One workflow.

Client & Employee Portals

To serve our clients and their employees’ needs, CARICS also includes Employee and Client Portals. The Client Portal provides 24/7 online access to everything our clients need in one place. Functionality includes:

  • Complete online authorizations.
  • Access real-time reports, invoices, employee satisfaction surveys and employee eForms.
  • View third-party BMAs, inspections, appraisals, equity and expense submissions.
  • View contact information for the WHR Relocation Team.
  • Access instant messaging to communicate with WHR in a secure, live chat setting from anywhere in the world.
  • See employee “At a Glance” activity summary of activity, including additional detail.
  • Review file notes/status updates in real time.

The Employee Portal provides our clients’ employees with a host of resources including:

  • Live instant messaging with WHR Relocation Team.
  • See their assigned benefits summary, including home sale and destination services.
  • Expense management, submission tool, and tracker.
  • Calendar of events and key dates.
  • Notifications and due date reminders for required tasks/documentation.
  • Contact information for additional supplier partners the WHR Relocation Counselor is managing.
  • eForms access and DocuSign® capabilities to complete all required paperwork securely online.
  • Access to stored forms and important documents, (including reports provided by real estate agents, inspectors and policy documents).
  • Contact information with a photo of the Relocation Counselor.
  • Resource Center (for the employee and their family to find additional information from helpful websites).

From a workflow perspective, CARICS might trigger a notification to the employee (via the Employee Portal), about an e-form that must be completed. Once the transferee completes the paperwork, CARICS would trigger a workflow notification to the WHR Relocation Counselor, WHR Supply Chain department or to one of our supplier partners.

WHR’s predictive myWork One workflow system is completely customizable, tracking over 3,000 data points and 300 critical events in the relocation process. With all the redundant tasks that can pop up in a process, workflows help our team perform at their best. This dramatically improves business operations by minimizing room for errors and increasing overall efficiency through streamlined and automated tasks.

Tasks

The best thing about WHR workflows is that they optimize key tasks so our employees can be proactive by seeing and addressing issues before a transferee is even affected. The workflows we’ve developed facilitate superior customer service by providing cost-effective and efficient relocation services. Our workflows also trigger policy exceptions and other daily tasks that alert our staff and suppliers of to-do tasks during relocation.

Complex compliance issues can create daily challenges for those managing relocation programs, and the consequences of being non-compliant hold large implications for companies. For this reason, we build our client’s policy parameters into our technology. Every expense limit and cap lives within our system and is monitored, tracked and reported to ensure compliance. As every workflow task is completed, our system will monitor key dates and documents to ensure complete compliance with policy and allow maximum utilization of the relocation benefits.

Learn more about WHR workflows and how WHR can help your organization with its employee relocation and global mobility program.

 

The importance of reviewing your employee relocation policy

by | Apr 13, 2023 | News

Sometimes, a company needs to look outside its normal borders to find the right talent, and other times it’s important to relocate experienced employees to fill crucial roles. If your company relocates its employees domestically or internationally, you’ll want to make sure your global employee relocation policy is being reviewed and updated on a regular basis. The reasons for this very critical review process are outlined below.

Reviewing Your Employee Relocation Policy Will Solve the Following Challenges:

    • Control Organizational Costs
    • Attract and Retain Talent
    • Meet Employee Needs
    • Benchmark Your Policy Against Competition

Control Organizational Costs

Are you allocating the right amount of dollars to both transferees and organizational needs? It is important that your organization is not paying for unnecessary or outdated benefits which could be costly.

Example #1:

A client company was giving transferees a standard $5K-$10K relocation lump sum to assist with extra expenses. They were also giving executives a lump sum equal to six weeks’ salary, plus the $5K-$10K lump sum. Since some executives had large salaries, this allowance sometimes equated to $50K per executive!

o Policy Review Results
After a policy review, WHR Global (WHR) recommended the company cut back on that practice for executives. The company is now saving hundreds of thousands of dollars.

Example #2:

A client company was paying cost-of-living differentials if employees were relocating to higher-cost areas. They were paying this out for 3-4 years, plus they were also providing a large lump sum benefit.

o Policy Review Results
After a policy review, WHR recommended a minimum 5% cost of living threshold so that they were not paying transferees moving to only slightly higher cost of living areas. The client saved millions.

Example #3:

A client company was giving out non-promotional bonuses to current employees willing to relocate for a lateral role that equated to 5% of the employees’ salaries.

o Policy Review Results
Since this practice is not common, WHR recommended they eliminate this from their relocation policy. This saved them significant costs without lowering the value of their program.

Example #4:

A client company was paying unnecessary loan origination fees.

o Policy Review Results
Some lenders don’t even charge this fee but if they know the client will pay, they will charge the fee anyway. Once we alerted the client, the client stopped paying the fee unless it was necessary. This saved costs.

Attract and Retain Talent

Relocation policies should be incorporated into an organization’s total rewards and talent management strategies. The right relocation policy can help your organization, while a weak policy – or none at all – could have a negative impact on the candidate recruiting and retention success rate. Employee relocation policies need to include a choice of offerings since these benefits are wrapped into job offers.

Meet Employees’ Needs (present & future employees)

Is your employee relocation policy meeting your employees’ needs? The right policy helps to reduce transferee stress so that employees can focus on working in their new location. Giving employees time off to assimilate in their new location, providing support to transferees’ families, and gathering post-relocation feedback to make future policy decisions will all help to address your transferees’ needs. 

Example #1:

A client company was offering a lump sum benefit for all international relocations.

o Policy Review Results
WHR’s post-relocation survey feedback revealed that transferees were trying to coordinate their international household goods (HHG) shipments on their own and were not spending the full lump sum, in the hopes of keeping some of the money. Survey feedback also showed that giving employees that level of choice was adding more stress on them, and it was making the relocation process take longer. Transferees were trying to do everything themselves, plus pinch pennies.

WHR recommended that the organization shift from a lump sum benefit to a core flex benefit. This meant the organization would cover HHG shipments, destination service providers, and temporary housing, but they still gave transferees a lump sum amount to be used at the employees’ discretion. Not only did this help reduce transferee stress but it also helped control business costs.

Example #2:

A client company was not offering destination services to the spouses/partners and families of intra-European transferees. They assumed that if a transferee/family were relocating from Romania to the UK, for example, destination services were not needed.

o Policy Review Results
Through WHR’s post-relocation survey feedback, it was determined that spouses/partners needed career assistance, language training, and help with school searches for their children. The employee had office workers to help them assimilate in the new locations, but the transferees’ partners were struggling with the new language, and even struggling to find necessities like grocery stores. Recognizing the needs of the entire family unit, and not just the transferee is crucial to ensuring a successful move and assimilation. The client started offering destination services to spouses/partners too which ultimately helped ease employee stress, plus attract and retain talent.

Benchmark Your Policy Against the Competition

By benchmarking your policy against other companies, your organization can stay competitive in the war for talent. If you don’t benchmark against your competitors, you won’t know if your offerings are good or not. Are they subpar to what everyone else is offering? If you are hiring high-level scientists, for example, and the talent is very specific and not easy to come by, you’ll want to make sure you’re competitive with salary, benefits, and your relocation policy.

Imagine losing a potential candidate because your relocation policy is missing benefits your competitors are including. For example, if your candidate is an executive expecting a full house buyout, but your policy only includes an HHG move and lump sum payout, then you must go back and forth negotiating with your superiors and the candidate. This can waste a lot of time. In the interim, the candidate might receive a better job offer, including more relocation benefits. A relocation policy can be a factor for candidates deciding whether to take one job over another. If you’ve benchmarked your policy against your competition, you’ll already know what their policies include.

At the same time, benchmarking will ensure you’re not giving away too much when none of your competitors are doing that. Benchmarking your policy against others shows you are in line with the industry. It’s also important to look at your industry and other industries you compete with for talent.

Example #1:

A company was getting feedback from its talent acquisition team that it was difficult filling certain positions.

o Policy Review Results
After reviewing the client’s policy and benchmarking it against the client’s competitors, WHR discovered that the competition was offering far richer relocation benefits. As a result, the company decided to expand its range of jobs eligible for full relocation benefits. This helped their recruitment efforts.

How often should you review your policy?

WHR recommends that your Relocation Management Company reviews your employee relocation policy annually, or every couple of years at the very longest. It does not have to be a huge overhaul, but it’s a chance for you to pause and look at employee feedback, plus confirm any changes in your company culture, driving principles, core values, talent strategy, the industry, and your competition. This is a time to make sure your policy is aligned with all those pieces and your key stakeholders (talent acquisition teams, recruiting teams, and HR business partners).

Contact us for a free review

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The Real Advantages of a Global Mobility Benchmark Study

by | Mar 20, 2023 | News

Relocation is an ever-evolving industry, with new trends and practices emerging all the time. Many companies keep their relocation policies proprietary and confidential, so it can be quite difficult to sift through the available data to ensure your company’s relocation policies are remaining competitive within your industry.

For this very reason, companies, both large and small, choose to participate in global mobility benchmark studies.

Advantages of a Global Mobility Benchmark Study

What is a Mobility Benchmark Study?

A benchmark study allows you to compare your company’s relocation policies against others that are similar in size, scope, and industry. You will find out what other companies offer in terms of benefits, bonuses, and timeframes, which allows you to see how well your company’s policies compete. Many global mobility professionals use benchmark data to demonstrate how competitors govern similar cases and make changes to their mobility programs accordingly.

Staying competitive in today’s job market is essential for all corporations but finding out if your company is staying competitive within your industry is only one of several benefits you will receive by participating in a benchmark study.

Attract Top Talent

With the current worker shortage, many industries have chosen to reevaluate their hiring strategies because attracting and retaining the right people is no longer just a local endeavor. Offering competitive benefits, including relocation, has become essential for companies to find, and keep, the talent they need.

Ensure Your Relocation Policies Align With Company Goals and Objectives

Is your company more concerned with cutting relocation cost or offering the best overall transferee experience? Adhering to global mobility best practices is only so important; your company’s culture and business practices are just as important. Benchmark studies will provide you with the data necessary to align your company’s objectives and culture with your mobility policies.

Uncover Relocation Cost-Saving Opportunities

One of the biggest reasons companies decide to benchmark their relocation policies is to determine new ways to save money. Mobility programs are one of the costliest benefits you can offer your employees. Therefore, it is always critical to learn about and identify areas within your program where you can cut cost, all while remaining competitive within your industry and true to your company’s culture.

Determine New and Innovative Ways to Manage Your Relocation Program

Remaining competitive is essential, but for some companies, standing out is even better. Companies implement new solutions and strategies all the time, and benchmark reports help shed light on new innovative opportunities.

Minimize Relocation Policy Exceptions

Do you find there are areas within your program where you are constantly making exceptions? Benchmarking allows you to see how other companies handle similar situations. It’s possible to use this data to make changes to your policies and minimize the amount of exceptions that occur.

Discover How Other Companies Manage Change

Change is inevitable when it comes to global mobility. The most recent event to shake up the mobility industry was the implementation of the Tax Cuts and Jobs Act. With these new regulations, moving expenses are no longer considered tax-exempt. This has required companies to reevaluate some of their relocation policies and implement changes, like tax assistance, as needed.

A good benchmark study will incorporate current events such as this into their surveys, so you can discover how other companies are handling these types of situations.

WHR Global is a full-service global mobility provider that conducts a Global Mobility & Culture Benchmark Study annually. It is our goal to help companies like yours learn more about relocation industry best practices and identify improvement opportunities within your program. And the best part, participation is always 100% free!

Contact WHR today to learn more about our annual Mobility Benchmark Study at +1-800-523-3318 or contactus@whrg.com.

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