The current state of relocation is something that is changing all the time. While it’s hard to evaluate what the “current state” is of something that’s changing day by day, we can take a look at where we’ve been and where we intend to go in the future. Learn more by downloading our full eBook: http://resources.urbanbound.com/ebook-state-of-relocation

2. CHANGING
relocation is something
that is constantly

3. constantly GROWING

4. constantly EXPANDING

5. We’ve taken this high-touch, high-
stress industry, and transformed it
into something manageable.
Something efficient.
Something streamlined.

7. And while it’s hard to measure the
current state of something that’s
always changing, we can take a
look at where we’ve been and
where we intend to go in the future.

8. let’s take a look.

9. A COMPANY’S
SUCCESS IS
TIED directly TO
THE QUALITY
OF ITS
WORKFORCE

10. we already know that.

11. That’s why today more and
more companies have taken
on a global mindset when it
comes to recruiting and hiring
to seek out talent that will
drive success. As we see this
demand for global talent rise,
we are also seeing a rise in
the demand for solutions that
will help all generations and
all types of employees
through the relocation process,
no matter what level they
are at.

12. what else do we know?

13. Employees who are
relocating for work
want a customized
and modern
experience.

14. THIS
(not that)

15. The problem
is, peices of a
relocation can
be all over the
place.

16. Which is
why it’s
important for
everyone to
communicate.
The problem
is, peices of a
relocation can
be all over the
place.

17. suppliers
mobility
professionals
financial
team
transferees

18. All of this communication can be
difficult though, especially for those
who have always done relocation
the same way.

19. Speaking of, let’s take a look at what
that “old” approach to relocation
looked like.

20. When people used to discuss relocation, the first words that
came to mind wouldn't have been “technology” or
“advanced.” We used to lean on the fact that
relocation=human touch. While a human element is still
alive and important in relocations, the pendulum has settled
somewhere right in between human touch and technology.

21. Not only can technology play a role in relocation...

22. IT SHOULD PLAY A ROLE.

23. We’re facing a couple challenges, though,
as we sink deeper and deeper
into this mindset.

24. The first has to do with our
willingness
to accept a new idea.

25. reluctance

26. reluctance

27. People are generally uncertain and are often
afraid to adopt something that might not
succeed. We poke and prod at any newfound
idea, wondering if it’s actually going to work
(or stick around long enough to warrant the
time it takes to figure it out).

28. but then...

29. Once we decide that the idea actually
holds water, we latch on.
We learn it.
We adopt it.
We can’t imagine our lives without it.

30. The same thing is happening
with relocation.

31. Now that we have begun to enter the
technology realm, we’ll see a more holistic
adaptation take place. More than just certain
aspects of technology will infiltrate relocation.
Suppliers will be integrated, HRIS systems
will be integrated, and the availability and
usability will span from desktop all the way
down to mobile.

32. soon, we’ll see complete and total

33. We think this
integration
will come in the form
of two separate shifts.
The first one has
already started.

34. The first shift we
saw take place
happened with the
introduction of
process
automation

35. We created more time efficiency by taking
back HR’s time and putting it where it
belongs, allowing them to focus on strategic
initiatives. HR Tech 1.0 essentially removed
the barrier of time that was created by
having to process and work through very
manual and time-consuming tasks.

36. The second shift is the
one that takes the
attention from an
employer focus to an
employee focus

37. Relocation spans a variety of different departments—from
HR and Mobility, to Finance, to Recruiting, to Business
Development—and it’s important to have systems sitting in
the middle, making sure the lines of communication are
open between the different departments and the
transferees. It all comes down to the employee experience
and getting the right information into the hands of the
right people.

38. we can bring all of these departments together using technology:

39. Another challenge we face
has to do with our
Millennials.

40. AMERICAN
WORKERS IS A
MILLENNIAL
1 in 3

41. AMERICAN
WORKERS IS A
MILLENNIAL
1 in 3
(at this point, we have
a good grasp on them.)

42. We know the types of things
that motivate them, what
they want in their career,
what they don’t want in
their career, and their goals
for the future. The tricky
thing now, is figuring out
how all of this works as they
move further and further
into the workforce.

43. But will what we know about
Millennials stay the same, or will
they develop new traits and
tendencies? We need to
understand how Millennials will
change, and how we can
change with them.

44. it’s not so much about attracting them anymore, but
retaining and growing their talent.

45. It’s imperative to understand
how their wants and needs (i.
e. working remotely,
flexibility, traveling) are going
to translate as they move
from entry and middle
management to senior
leaders and executives.

46. One of the best
ways to find out?

47. bring Millennials
into some of the
decisions—they are
your future!

48. It’s important for employers to strive to
infuse Millennial ideals into the workplace
structure—they insist on things being as easy
at work as in their personal lives, and we’ll
see that become increasingly evident.

49. When’s the last time
you went to a
search engine and
saw this:

50. sorry—we’re closed!
where can i g
SEARCH

51. Probably never.

52. This generation grew up in the age of the
internet with on-demand options. Millennials
have a desire for instant gratification, instant
answers, and fast solutions.

53. This generation grew up in the age of the
internet with on-demand options. Millennials
have a desire for instant gratification, instant
answers, and fast solutions.
just think about the way we used to relocate.

54. You had a relocation counselor to help you
through your move. Their office hours were
from 9-5. You have to call them on the help
line, get through to a person, schedule another
appointment, learn about different suppliers,
call back to check in on progress...and so on
and so forth.

55. What we weren’t realizing though, was that
the person we’re dragging through all of these
steps, is the same person booking someone to
install their flat screen TV by using an online
help company Or ordering late night food by
clicking a few buttons because the app
remembers the order they did last night. We
need to stay up to speed with Millennials and
the only way to do that is to involve them.

56. We need to evolve with Millennials and become
aware of the solutions they are so quick to adopt.

57. Another thing we’ll
have to start paying
attention to is our
legacy policies.

58. THINK ABOUT THE
RELOCATION POLICY
YOU CREATED 5
YEARS AGO...

59. ...is it still relevant?
THINK ABOUT THE
RELOCATION POLICY
YOU CREATED 5
YEARS AGO...

60. The policy you created 5 years ago
probably doesn’t take these points
discussed earlier into consideration. Think
about all the solutions that are available
today that weren’t 5 years ago—core/flex,
lump sum disbursements, expense
reimbursement—if you are using a policy
that is even just 3 years old, it’s unlikely
that it’s incorporating the technology
available into these areas.

61. Even the language in most policies is
probably outdated and unreadable
for the most part, which can cause a
lot of confusion for transferees. People
these days are used to reading
blurbs, summaries, and quick
snippets of information. A lengthy
and wordy relocation policy
probably isn’t going to resonate well
with your transferees.

62. One of the best ways to
keep your company on
top of its game is to
partner with companies
whose core competency
lies within technology.

63. think about it...
You wouldn’t walk into
a burger joint and
order a pizza, right?

64. You should always try to
align yourself with
someone who is an expert
at what they do.

65. so what’s the future of relocation?

66. More employees receive better benefits
Data will be easier to access
Costs go down, quality goes up
Systems will talk to one another

67. We’ll be able to make
statements like:

69. or:

71. This allows us to increase relocation
budgets, leading to a better ROI
and happier employees.

72. The moral of the story?

74. Work with companies that affect change.
Have an open dialogue.
Share ideas.
Ask for feedback.

75. Have your source of inspiration
be DRIVEN by those who
are immediately
impacted by what gets built.

76. run to the fire.