Moving:The northAmerican Blog

Relocating employees takes a lot of thought, planning and hard work that includes creating budgets and establishing policies. Bobbi Maniglia, VP of Corporate Relocation and Moving Services answers the most often asked questions about policy reviews.

2020 moving data may provide some insight to mobility professionals looking to recruit or relocate talent post COVID-19.

COVID has dominated headlines in 2020, but this summer the issue of inclusiveness became front and center. As companies focus on increasing inclusiveness and acceptance in the workplace, they should also be focused on increasing the number of diverse suppliers - those that are minority, women or veteran owned. Doing so demonstrates to employees and customers a true commitment to corporate responsibility and community involvement.

Having choices is essential in creating a relocation policy that not only helps companies control costs, manage risk and offer flexibility, but that also offers the level of benefits needed to recruit top talent. Offering a home sale benefit is one of those value-added benefits that can set a company apart for sought after candidates. Read on for details on how expanding your relocation program in 2020 to include a home sale benefit can help your company recruit and retain top talent.

As a mobility professional with a lump sum program, one of the biggest challenges is creating a lump sum program that fits all sizes. The top five practices described here will help you create a lump sum program that is suitable for your company and still offers some level of customization preferred by relocating employees.