“Connect versus Control “ PRESENTER: Colleen Nelson, CRP, GMS Bristol Global Mobility

“Connect versus Control “ Traditionalists Born before 1945 Baby Boomers Born Generation X Born Millennial Born Work force Demographics It’s the first time in history that four generations are sharing the workplace. With four generations come four sets of ideas, behaviors, attitudes, expectations and motivators.

“Connect versus Control “ Who is the Millennial? What policy elements are important to them?  More policy flexibility  Short Term Assignments  Home leave flexibility  Dual-career support  Housing location options  Real time communication

“Connect versus Control “ Impact on Technology  Internet Users  1995 – 16 million ( 0.4% of the world’s population)  2012 – 2.4 billion (34.3% of the world’s population)  Millennials - 1 st generation to grow up globally connected  Accustomed to autonomy, transparency, and choice  Prefer Self Service  By 2025, Gen Y will make up 75% of the Global Workforce -Forbes-

“Connect versus Control “ Impact on Technology  Mobility App Features  Destination content  Access to relocation documents  Expense voucher submission  Service provider contact information  Important dates and reminders

“Connect versus Control “ Challenges & Opportunities Challenges  Benefit packages that reflect the priorities of all generation  Emerging markets will create a shift in mobility patterns  Attracting & retaining key talent  Demonstrating a positive financial return  Enhanced technology can create privacy concerns

“Connect versus Control “ Challenges & Opportunities Opportunities  Increase flexibility - work/life boundaries will become blurred  Innovative package options will reduce cost & administration  Improve tax and immigration compliance  Technology will enhance HR’s ability to track activity  Technology is “key” to success

“Connect versus Control “ The Next Generation of Relocation Services Millennial Talent Types Skill set Project based Developmental Employee Initiated Millennial Policy Types Short Term & Rotational Assignments (Intern / Co-Op) Lump Sum vs. Managed Lump Sum Core / Flex Transfer

“Connect versus Control “ The Next Generation of Relocation Services Short Term & Rotational Assignments  A building block to enhance experience  High potential internal candidates and college hires  Often project based  Typically anywhere from 6 months to 2 years  Provide short-term housing options, en route & return trips home, tiered HHG shipment options  Accompaniment provisions in some cases

“Connect versus Control “ The Next Generation of Relocation Services Lump Sum  A common New Hire or Domestic policy component  Ease of administration  Millennial has control and flexibility Managed Lump Sum  Return on investment  Eligible benefits include Destination Services (Home finding & Settling-In) Temporary living Household goods shipment En Route Trip

“Connect versus Control “ The Next Generation of Relocation Services Core – Flex Transfer Policies  A level of visibility, flexibility and control  Employee not burdened with budgetary constraints Core Benefits: Temporary Living & Rental Car Destination Services Household Goods Shipment En Route Trip Flex Benefits:  Miscellaneous Allowance  Home Search Trip  Language Lessons  Intercultural Training  Home Country Loss on Auto

“Connect versus Control “ Be Mindful of Millennials  Connected 24/7/365 - make tools accessible  Give them variety and structure  Work-life balance is important  They value peer recommendations  Be purposeful & honest