1. © 2005, Employee Relocation Council/Worldwide ERC® Coalition
Coalition Corner:
Business training tools for HR staff, real estate licensees and other
service professionals in the relocation and real estate industries
“Beautiful Music:” How Employers Can Better Harmonize Communications with Service Partners
© 2005, Employee Relocation Council/Worldwide ERC® Coalition

2. Program Objectives
This program supplements a monthly editorial feature in ERC’s Mobility magazine
This segment will:
Use an illustration to offer tips for HR departments to follow when outsourcing the relocation function

3. Introduction
HR professionals are not unlike symphony conductors, given all the parties they must bring together harmoniously to achieve results
When it comes to employee relocation, simultaneous HR responsibilities might include such things as:
Easing the transition for employee/family members
Working within the strategic/business plan of the employing organization while also trying to keep costs down
Developing and maintaining relationships with external service partners

4. An Illustration
To illustrate some tips for outsourcing the relocation function, let’s look at an example:
Company A is a multinational, opening a new facility and handling all relocations internally. Its HR Director works with a local real estate broker’s relocation department, but nothing is formalized in writing.
The moves are handled smoothly, but volume quickly becomes overwhelming, and the decision to outsource is made. After a de-briefing, the project is turned over to a consultant.
Over time, the consultant develops relationships with and begins giving referrals directly to other real estate agents in the area.

5. What Happens?
Now the relocation department and the consultant are at odds, and the HR Director is caught in the middle.

6. What Could Have Been Done? Tips for Successful Outsourcing
Set the course
The employing organization is the catalyst in the chain of events, and must take full ownership/serve in a proactive role
Formalize procedures
A solid, written relocation policy is crucial. Use all available resources, secure full management buy-in and ensure clarity of detail to all parties involved
Communicate, communicate, communicate!
Be in regular communication with service partners (written, , phone, meetings, etc.)
Provide both written and verbal instructions and full details about all expectations

7. What Could Have Been Done? Tips for Successful Outsourcing
Stick to the plan
Partnerships are only beneficial if both sides can do their jobs.
Remember partners are chosen for local skills and expertise – failing to use those skills wisely is a recipe for disaster
Following outlined procedures keeps everybody in the loop, may help maximize an employee’s benefits, and may aid in the proper collection of referral fees
Follow up
Transferee surveys/other feedback/performance measurement tools help continually monitor and improve processes
Consistent follow up can resolve any problems early on

8. In Conclusion…
Clear, detailed policies and strong partnerships make for successful moves
Precise, streamlined processes can:
Help transferees/family members transition with smoother moves (and increase productivity)
Cut down on costs and time
Limit exceptions to policy
Satisfied transferees can help raise company morale, and positive experiences tend to increase other employees’ willingness to relocate